Advocate Fall 2018

DVOCATE AADVOCATE Upper UpperNew NewYork York

A publication of the Upper New York Conference of The United Methodist Church A publication of the Upper New York Conference of The United Methodist Church

Going where God calls THE TRANSITION | RIGHT START WORKSHOP | RESOURCES

A DVOCATE Upper New York

Vol. 10, Issue 4

Going where God calls

TABLE of

CONTENTS

On the cover

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THE ORDINATION OF WOMEN

THE TRANSITIONAL PROCESS

On the question of the ordination of women, The Rev. Dr. Frank Gulley says that Methodists begin by underscoring the point that all baptized Christians are ministers of the gospel. Read more on page 30.

Pastoral changes can create an environment of surprise, fear, excitement, and a sense of disorientation. Read about how two Upper New York pastors made smooth transitions into their new appointments.

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CLERGY APPOINTMENTS

What’s the difference between a Lay-person assigned and a Certified Lay Member? Learn about the different ways people serve in pastoral ministry based on their education and credentials in the United Methodist Church.

All photos appearing in the Advocate, a publication of the Upper New York Conference, have been printed with permission.

Follow us online: www.unyumc.org, www.facebook.com/uppernewyork, www.twitter.com/uppernewyork, www.instagram.com/uppernewyork 2 UNY ADVOCATE 2018, Issue 4

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RIGHT START

Each May, six workshops take place throughout the Upper New York Conference to help pastors moving to new appointments or transitioning to retirement can get off to a “right start.”

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NEW FAITH COMMUNITIES

YOUNG PEOPLE

When a Conference prioritizes planting new churches highly, it also prioritizes finding highly effective people to plant those churches. Learn how this proccess works.

Men and women of all ages lead churches and have fruitful ministries. So why a Young Clergy Initiative? Learn more through these personal reflections.

Office: 7481 Henry Clay Blvd., Liverpool, NY 13088. Telephone: (855) 424-7878. The Upper New York United Methodist Advocate is a publication of the Upper New York Conference of The United Methodist Church, whose mission is to be God’s love with all our neighbors in all places. It is published four times a year. Materials in the Advocate may not be reproduced unless the item is accompanied by a copyright notation. Periodicals postage paid at Utica, NewYork 13504; USPS 14025. Postmaster: send address changes to Upper New York United Methodist Advocate, 7481 Henry Clay Blvd., Liverpool, NY 13088. We reserve the right to edit or decline any items submitted for publication.

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he United Methodist system of itinerant ministry is rooted in John Wesley’s vision of spreading scriptural holiness across the land and utilizing both clergy and laity in the fulfillment of this mission.

In the days of Francis Asbury, the first of two Methodist Bishops in the United States, a pastor – most often a circuit rider – might be appointed to half of a state or more.

“Itinerancy” refers specifically to the commitment by pastors to go and serve wherever their Bishop sends them. Early in the process of candidacy for pastoral ministry, United Methodist pastors are asked to reflect on the implications of itinerant ministry for their lives and families.

No pastor is licensed for ministry without an agreement to serve where the resident Bishop appoints. Appointments are for one year at a time.

The Book of Discipline gives the responsibility for appointment-making to the Bishop and District Superintendents of the Annual Conference.

The Cabinet of the Upper New York Annual Conference begins each appointment-making season with an intensive three-day retreat in December, attempting to look at the big picture, establishing our purpose/goals for appointmentmaking, and identifying what will be different because of our appointment work.

At the foundation of the appointment-making task is clarity regarding priorities for deploying clergy leadership. As we move through each VISIT US ON THE WEB 4 UNY ADVOCATE 2018, Issue 4

appointment season, we have established the following priorities that guide our discussions, discernment and decisions.

1. Prayer and God’s Agenda – This entire process is bathed in prayer seeking God’s desire for our life together as brothers and sisters in Christ and the ministry of congregations in the Upper New York Annual Conference.

2. The Mission Field – What are the needs of the community surrounding the local congregation and how can we better equip the local church to engage the community in ministry?

3. The Local Church – What is the current reality of this congregation? What strengths for ministry do they currently demonstrate and what are the areas of ministry that need to be developed? What kind of pastoral leadership will assist the congregation to fruitfully and effectively live the mission of making disciples of Jesus Christ for the transformation of the world in the days ahead? Who is God calling to be the next pastor?

4. The Pastor – What are the gifts the pastor brings? How will this pastor help this congregation continue living the mission and move to the next level in their ministry to the community? How does this potential appointment fit within the personal needs/ desires of the pastor?

These priorities help us to stay focused on the main thing, which is the mission of the Church and equipping the Church to more effectively and fruitfully live that mission. These priorities remind us that appointment-making must be reWWW.UNYUMC.ORG

sponsive and not reactive, as the Church continues to seek transformation and vitality.

When we begin making appointments we consider full-time appointments first, then work on less than full-time appointments. As a potential appointment is discussed by the Cabinet, we begin with the understandings and needs shared through the consultation process. A common question is, “What are the gifts needed in the next pastor to assist this congregation for the future?” After conversation, the Cabinet enters into a time of prayer.

At the end of that prayer time, names of pastors that the Holy Spirit has brought to our minds and hearts are shared and added to a list of potential pastors for that specific congregation. Each person is then discussed asking two primary questions – “Why would this pastor fit here?” and “Why wouldn’t this pastor work here?” After another time of prayer, potential designations are made and then the Cabinet leaves the discussion of that congregation.

At the end of the Cabinet meeting, we revisit those potential designations and a final prayerful discernment is made or we acknowledge that we do not yet have the right person and commit to returning to the conversation at the next Cabinet meeting. Once a designation has been made, the discernment process continues by engaging the designated pastor and Staff/Pastor-Parish Relations Committee in conversation to assure the sense of God’s call. Finally, the Cabinet seeks to provide ongoing support for both churches and pastors when new appointments are made.

One of the challenges we must continue to wrestle with is that United Methodist pastors are itinerant in a time where the practice and reality of itinerancy is being tested and examined in new ways. Our commitment as a Cabinet is to honor our call as United Methodists to be fully itinerant, yet also be willing to engage in conversation that provides space regarding the realities of the 21st century.

The reality is that our appointment-making process is never perfect. We acknowledge that 14 humans are involved and while we deeply desire to seek God’s will, there are times that we do not get it right. However, even in spite of the human involvement, the great truth we celebrate is how often God indeed works in, through and in spite of the process and effective ministry and mission continue and begin among congregations and pastors. To that we say, “To God be the Glory.”

This issue of the Advocate contains true stories and resources that showcase how appointment making helps increase the capacity of every clergy person appointed in The Upper New York Conference. I hope that you will read each page and recognize the many opportunities for us to work together in providing healthy, effective, and fruitful partnerships of clergy and laity in every local congregation living the mission of “making disciples of Jesus Christ for the transformation of the world.”

Where did your pastor come from?

Did you ever wonder where your pastor came from? How did he/she get appointed to your church? To find the answer, we asked our youth. View their answers at: https://vimeo.com/284210763 Check out our full video library: https:// vimeo.com/uppernewyork unyumc.org 5

Rev. Stengel at Rush UMC. Photo by Mikaela Porter.

Itinerancy? What?

By the Rev. Cathy Stengel, Rush UMC

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magine having the same pastor from when you were born until you are on the verge of graduating from high school. Imagine having the same pastor who baptized your children preside at their weddings and then baptize your grandchildren.

Maybe you can’t imagine, but it does happen. As I was leaving the superintendency, I was overseeing such a transition – when Jeff McDowell was leaving Bath Centenary UMC after 17 years of ministry, and Eleanor Collinsworth was appointed to be the next pastor.

I was also about to make a transition myself, from seven years as a District Superintendent to Rush UMC where the pastor, Bill Pegg, had been for 22 years. Jeff was leaving to become a superintendent; Bill was retiring.

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Rev. Stengel

When churches have such long-term appointments, both the congregation and the leadership essentially have forgotten about the itinerancy. There are people in the congregation who have never experienced a pastoral change. This creates an environment of surprise, confusion, fear, anger, excitement, and a sense of disorientation. There is typically an understanding of the rationale for the pastor leaving – it’s a familiar experience to most people. However, when a pastor has shared such a long part of their lives, their

“...The transition is difficult, exciting, and filled with God’s Holy Spirit doing amazing things.”

The whirlwind of demands and needs in the ensuing weeks and months is a lot for a church to manage.

After a long appointment there are many people who want to be a part of a big farewell celebration for the pastor who is leaving. There are lots of stories to be told, memories to be shared, gifts to be given.

The incoming pastor is there…just beyond sight, wondering and probably a little anxious about being the new pastor after so many years. Twenty years of ministry gives new meaning to “we’ve always done it this way.” Longterm pastors can be idealized before

they’ve even turned in their keys, making it hard for the incoming pastor.

Long or short, your incoming pastor is leaving a congregation that they have loved, and the transition is difficult, exciting, and filled with God’s Holy Spirit doing amazing things.

What did I learn?

Pastors – no matter how long you are staying, keep refreshing your S/ PPRC knowledge of the appointment system – how it works, what’s important. Remind your congregation after each Annual Conference that you have been reappointed to your current church, for another year, not forever.

Invite the congregation to be in prayer for nearby churches receiving new pastors, let them hear the news, just to know that it happens.

Church leadership – keep your profile up to date, make yourself familiar with how appointments work. Don’t live in constant anxiety about “is it going to be this year?” Instead – continue to orient S/PPRC, teach about why it happens when it does. Never lose sight of the excitement of what God is and will be doing in your midst, even with a new pastor. After all, your incoming pastor, even after all these years, has been prayed in by the same system that brought you the pastor who is leaving.

It’s a journey we’re on together, and as we read in Scripture – God has gifted us all, every one. That doesn’t make us all the same, it makes us a part of the rich tapestry of diversity. We don’t have to stop missing those long-term congregations, or our pastors, no one can try and force us to do that – we just need to open the door a tiny bit to let the Holy Spirit show us that we are still and always in God’s hands.

The Transitional Process

stories, their connection to God, it’s not the same. The preaching style, the pastoral care routine, the leadership – have likely shifted slightly over time, but with the same person in the role of pastor. It’s uncomfortable when that changes.

As a District Superintendent I had to orient myself to the disorientation of the Staff Pastor Parish Relations Committee (S/PPRC). What? How does this work? Who does what, knows what, decides what? It required explaining the appointment process, even to some whose background was not United Methodist. Congregational life – interrupted. I needed to enter into the life of the church in a different way – serving as a gentle guide; acknowledging feelings and providing information on process, plan and expectations.

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Replacing a pastor who served a church for 17 years By the Rev. Eleanor Collinsworth, Bath: Centenary UMC

“The members of a church are rarely of one mind when it comes to any change in pastoral appointment.�

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s if a phone call from a District Superintendent asking you to prayerfully consider a change in appointment doesn’t get your heart beating fast enough, these words will surely do the trick: “…and the person you are following has been the pastor of the church for 17 years.” These are words I heard four and a half years ago when I was asked by the then-District Superintendent Rev. Dr. Cathy Stengel to accept an appointment to Bath: Centenary UMC. My heart rate might not have been as elevated as it might be, however, because just four years prior, I had been asked to accept an appointment that would have me following a person who had been the pastor of that church for 18 years! My mantra immediately became, “You can do this.

You’ve done it once before.

You can do this…”

The members of a church are rarely of one mind when it comes to any change in pastoral appointment.

There are nearly always those who are positive about a change, and those who are not so positive, and for lots of different reasons. The added twist involved in following a long-term pastor is, in my experience, the fact that there are a rather large number of people in the faith community who have never experienced a pastoral change, and there are likely people who have never had another pastor. And so, the transition process needs to be even more intentional and thorough.

The transition process I experienced in 2014 as I prepared to move to Bath: Centenary UMC was far more intentional and helpful than my experienced pastoral transition process in 2010. And I am grateful.

Instead of one very nerve-wracking (for

all) meeting with some or all of the members of an Staff-Parish Relations Committee (SPRC), my 2014 transition process afforded me four separate opportunities to meet and interact with different groups of people in the church.

Following the customary introductory interview with the SPRC, I was invited to speak to and with a large group of church members and friends. These were folks who had responded to an open invitation to meet and greet me at an informal gathering, at which they would receive words of encouragement from their departing pastor, and words of introduction from their soon-to-arrive pastor. It was a time to share questions and answers, hopes and dreams, laughter, and tears.

That large gathering was followed a few weeks later by a facilitated session with the leaders of the church, at which we were guided through a series of questions deRev. Collinsw or th signed to tease out the church’s strengths, growing edges, mission, vision, challenges, hopes, and dreams. What I learned at that meeting was invaluable to my process of living into my role as their new pastoral leader. While these meetings fed my mind and heart throughout the transition process, what fed my soul were the letters of introduction, welcome, and encouragement that I received from many members of the faith community in the weeks leading up to my physical move to Bath, NY. The end result? I cannot imagine a more intentional and helpful transition process!

The Transitional Process

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The Congregation at Bath: Centenary UMC in 2014

Welcoming Rev. Eleanor Collinsworth to Bath: Centenary UMC

By Bob Dunham, Co-Lay Leader, Bath: Centenary UMC

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t was Sunday, July 6, 2014, and everyone at Centenary was anxious and excited to welcome our new pastor. Several of us had already met Pastor Eleanor when she came to an evening gathering at our church in the spring to be introduced and to have the opportunity to tell us a little about herself. It also gave her the chance to meet several of us for the first time.

While I’m sure she wanted to make a good first impression, which she definitely did, we also wanted to make a good impression on her.

We think of ourselves as a warm and welcoming church family, and we certainly wanted to convey that to her at our very first opportunity.

That first Sunday in July 2014 was, in fact, a very positive and uplifting experience for the whole church family. The immediate response to Eleanor was one of pure joy that someone who we instantly liked had been selected to be our new pastor.

From that first sermon on July 6, Eleanor’s sermons continue to be biblically based and presented in a way that not only makes them easy to listen to, but also are memorable and give each member of the church family something to ponder and to incorporate into their daily life.

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Dunham

We did know, however, that it would be difficult for many to get to know her well by just seeing her in church Sunday morning and, for some, at various committee meetings. So, we planned and scheduled many informal smallgroup get-togethers at members’ homes. This gave Eleanor and her husband Mark the opportunity to visit with the church family a few at a time allowing them to share more about the two of them and their backgrounds and experiences.

It also provided for them the chance to visit with and get to know members of their new church family on a personal and more intimate basis.

Everyone who attended one of these smallgroup gatherings was thrilled with the experience and found the time they were able to share with Eleanor and Mark very enjoyable and valuable.

I think Eleanor realized right from the start that the transition into a new pastorate is not

It wasn’t long after Eleanor came to Centenary that we discovered that she has a beautiful singing voice, and she joined our choir to share her talent with us each Sunday morning. This is just one of the many gifts that she shares with us.

One of the many things that impressed many of us right from the start was Eleanor’s willingness to step right in and work with us and beside us as we put on church dinners, rummage sales, and other events. She has never hesitated to take an active role in whatever endeavor we are involved with.

She made it clear, almost from day one, that she would welcome our ideas and suggestions for enhancing and expanding our ministries both for our church family and for the Bath community and for people throughout the world. She has and continues to give us many opportunities to do just that.

Though Eleanor did not come into our new relationship with the intention of instantly making sweeping changes, we would soon learn that she was and is a very creative and thoughtful person. She has a way of suggesting ideas for our consideration that somehow turn out to be accepted as great ideas that we are eager to implement. She never dictates, but, instead, gently conveys a vision that she thinks we might like to consider, and lo and behold, it turns out that we often do.

Just some of the ideas that have come to fruition include: The Church Has Left the Building, Senior Gatherings, and The Bath Community Clothing Closet. The Clothing Closet, which provides free gently used clothing for young children, is located in the basement of our church.

Eleanor didn’t limit her focus to Centenary. She wanted to be an active and contributing member of the entire community. Her “transition” involved much more than a focus on Centenary and our church family. She is active and visible in the greater Bath community and never hesitates to reach out to others in need.

She is a member of the Bath Rotary Club and participates actively in their many outreach programs. She meets often and works closely with other Bath pastors as they ecumenically look for ways to serve the greater community and not just the people who attend their individual churches.

Eleanor developed soon after her arrival in Bath a close working relationship with the Bath Food Pantry “Turning Point,” and she encourages our congregation to contribute food and other items on a weekly basis throughout the entire year. She has also taken a leadership role in the Crop Walk which locally raises thousands of dollars to fight hunger both in the greater Bath area and throughout the world.

I can’t imagine anyone who could have made a more positive first impression which just continues to grow and blossom as each day, week, month, and year go by.

To say that we, at Centenary, have been blessed to have Eleanor with us would be an understatement. She was, from the start, and continues to be just who we need as our pastor, and we sincerely hope that she will be with us for many years to come.

The Transitional Process

something that takes only a few weeks or even a few months. It is an ongoing and fluid process that continues to evolve as time goes by. Eleanor is a master at continuing to grow into the position and to allow us all to grow with her.

Bath: Centenary UMC

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“...The system adds to the diversity of our Conference... it strengthens the ministries and churches in the Upper New York area of the United Methodist Church.�

-Rev. Fellows

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Clergy appointments in Upper New York By the Rev. Brian Fellows, Clifton Springs UMC

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he Board of Ordained Ministry (BOM) is privileged to have the ministry of caring for the clergy of the Upper New York (UNY) Conference from the first perception of a call through retirement. BOM works through the 12 District Committees on Ordained Ministry (dCOMs), and in close partnership with the Appointive Cabinet. BOM is the credentialing body for clergy seeking licensing, commissioning, and ordination in the UNY Annual Conference. The Board of Ordained Ministry has a wide scope of responsibilities in cultivating and supporting excellent clergy leadership; these tasks are outlined in paragraph 635 of the 2016 Book of Discipline (BOD).

I am Brian Fellows, an elder serving with the people in the Clifton Springs UMC. I am one of the co-chairs of the Board of Ordained Ministry. Sue Russell, a deacon serving our UNY Camp and Retreat Ministry is one of the co-chairs. We hope this issue of the Advocate broadens your perspective of the itinerancy system, how the system adds to the diversity of our Conference, and how it strengthens the ministries and churches in the UNY area of the United Methodist Church. All baptized Christians are called to ministry. Outlined here are ways people serve in pastoral ministry based on their education and credentials in the United Methodist Church.

Rev. Fellows

Lay-person assigned When a pastoral charge is not able to be served by an ordained or licensed minister, the Bishop, upon recommendation of the cabinet, may assign a qualified and trained layperson to do the work of ministry in that charge. (2016 BOD par. 205.4) If a layperson will be assigned longer than one year, the layperson will begin the process of becoming either a Certified Lay Minister or a certified candidate under the care of the District Committee on Ministry. They are laity serving a church, accountable to the Annual Conference, and have no sacramental authority.

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Elders are appointed by the Bishop and the Cabinet.

Photo by Shelby Winchell.

Certified Lay Member

have the right to vote on most, but not all Certified Lay Members (CLMs) have com- matters at Annual Conference. LLPs do itinmitted to a set of classes to serve the church erate at the request of the Bishop. at a higher level of commitment and educaAssociate Member tion. CLMs complete requirements set and An Associate Member is an LLP that has gone approved by the Board of Laity. The classes through a process completing similar requirehelp to prepare them to teach and lead ments as ordination. Associate members are within the local church. Some CLMs serve in the itinerant ministry of the Church and are churches by preaching, teaching and adminis- available for appointment by the Bishop. At each trating. They are not clergy. They fill a pasto- Annual Conference, they have the ability to vote ral role in some parishes as laity. CLMs have on all matters except constitutional amendno sacramental authority and do not itinerments, matters of ordination, character, and ate.

Conference relations of clergy. Licensed Local

Licensed Local Pastor All persons not ordained as elders who are appointed to preach and conduct divine worship and perform the duties of a pastor shall have a license for pastoral ministry.

(2016 BOD par. 315) A Licensed Local Pastor (LLP) completes the requirements and education specified by the Board of Ordained Ministry in order to be recommended for approval at clergy session. Education common to LLPs is the Course of Study (CoS), seminary courses designed just for licensing as a local pastor. After approval of the Annual Conference, LLPs are licensed by the Bishop to perform all the duties of a pastor.

LLPs can only administer the sacraments within their own local church setting. LLPs 14 UNY ADVOCATE 2018, Issue 4

Pastors and Associate members participate in the Fellowship of Local Pastors and Associate Members providing mutual support for the sake of the life and mission of the church.

Deacon Deacons are called by God, commissioned, and ordained to a lifetime ministry of Word, service, compassion, and justice to both the community and the congregation in a ministry that connects the two. In addition to credentialing in their field of service, Deacons are required to complete the same preparation as ordained Elders. Deacons help the poor, the sick, and the oppressed; equip the laity in ministries of compassion, justice, and service in the world. Deacons have the authority to teach and proclaim God's Word,

to contribute in worship, to assist elders in the administration of the sacraments, perform the marriage ceremony where the laws of the state permit, and to bury the dead.

They are responsible for finding their own areas of ministry to which the Bishop must then approve. Deacons must always designate a Charge Conference where they offer their gifts as well. Deacons do not itinerate.

As members of the Order of Deacons, all Deacons are in covenant with other deacons in the Annual Conference and shall participate in the life of their order.

Elder Elders are called by God, commissioned, and ordained to a lifetime ministry of Word, Sacrament, Order, and Service after completion of their formal preparation. Elders lead worship, preach, counsel, visit, order the life of a parish through administrative duties,

teach the Word of God, equip laity, administer the sacraments, lead persons to faith in Jesus Christ, as well as many other duties both in the parish or extension ministry.

Elders are called to the itinerant system. Elders serve in the place they are appointed by the Bishop and Cabinet. As members of the Order of Elders, all elders are in covenant with other elders in the Annual Conference and shall participate in the life of their order.

As you can see from these brief descriptions, there are many different ways people can serve in the church and answer God’s Call to Ministry in their life. These descriptions only skim the surface of how clergy serve and, they barely mention the ministry and service of the laity.

Part of what makes the United Methodist Church what it is can be found in how we order ministry.

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The Culture of call By the Rev. Mark Kimpland, Endwell UMC

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tions, Recruitment and Enlistment, District ver 40 years ago, while attending a youth retreat at Casawasco Camp Committee on Ministry, Provisional memand Retreat Center, I encountered the very bership, and Clergy Effectiveness root their presence of God calling me into ministry. I work in the foundation of a candidate’s call. only wish I had comprehended the event as This “Culture of Call” has its genesis from a call, but the best I could conjure was simthe very beginning of Candidacy for Licensing ply an occurrence I had never experienced or Ordination as outlined in paragraph 310 before. How does a high school junior begin of The Book of Discipline, 2016, “The licensed to discern the gravity of that moment when or ordained ministry is recognized by The my sole hope at the retreat was to secure a United Methodist Church as a called-out and date to my prom? set-apart ministry. Therefore, it is appropriI was however keenly ate that those persons aware that what hapwho present themselves as pened that night was candidates for licensed or real, emotional, and ordained ministry be examtranscendent. In my ined regarding the authenteenage world of ticity of their call by God to peer pressure/accepset-apart ministry.” I have tance, athletics, and come to appreciate that the hormones, I did unexamination of my call that derstand that I encontinued throughout the countered the divine entire process of my ordinaamidst my human tion, continues every Sunday confusion. Is not I lead worship and preach the that just like God, gospel of Jesus Christ. where in a time of Perhaps this is the dichotomy life I was runmy of one’s call. When a spening from God, the cific moment in time recognizes grace of the Holy the Divine summons, it is in the stopped me in my lifetime of moments following, Rev. Kim tracks and revealed pland that articulates and discovers a truth I still do not completely God’s purpose of that call. This comprehend? One thing is certain; the call is where the United Methodist appointment that began so many years ago is constantly process positions itself uniquely where the evolving, emerging, and transforming my life called are able to live out their call. This distoday. tinctive system allows those named by God, As a member of the Conference Board through an intentional appointive process by of Ordained Ministry (BOM), our main task those who have heard, mentored, and guidis to confirm the authenticity, interpretaed that call, to live out the call to its fullest. tion, and presence of one’s call to ministry.

As I begin my 34th year under appointThe primacy of this call directs our work ment, I not only stand amazed at the transand recommendations for those preparing for commissioning and ordination and is the formation of my call, but also to those over the years entrusted in the fulfillment of my catalyst of our functions. Every division of BOM, Clergy Status, Standards and Qualifica- call in the appointment process. unyumc.org 17

The purpose of the

Right Start Workshop By the Rev. Nancy Adams, Mountain View District Superintendent

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ach May, six workshops take place throughout the Upper New York Conference to help pastors moving to new appointments or transitioning to retirement can get off to a “right start.” Two District Superintendents team up to Rev. Adams facilitate the discussions at each workshop. Videos, followed by discussions among those present sharing their experiences make for a rich, beneficial time together. The material can be adapted to any pastoral ministry setting—small, medium, or large. The principles are the same, and the point is to help pastors avoid common pitfalls while engaging in fruitful practices to make the transition as positive and smooth as possible.

The resources used for the Right Start Workshops were developed by the Rev. Dr. Lovett Weems from the Lewis Center for Church Leadership at Wesley Seminary in Washington, D.C. The stages of an appointment are discussed, as well as speaking well 18 UNY ADVOCATE 2018, Issue 4

of your successor, spending time with her or him to make sure both personal and church bills are paid in full and that the parsonage and office are clean and in good order, and how to keep working, setting good boundaries, etc.

In addition to what is listed above, topics include: • Dealing with family and emotional issues • Setting the tone for enabling a smooth and positive transition • Leaving and beginning well – continuing to work until the pastor’s last day, accepting the grace the congregation wishes to offer in saying goodbye, making it clear that as of June 30 the pastor will no longer be the pastor of the church she or he is leaving, planning for the pastor’s final worship service in the church(es) she or he is leaving, planning for the pastor’s first worship service in the new church(es) • Making intentional and positive connections in the new church(es) and community(ies) – avoiding falling into the trap of “our last pastor had a passion for…,” or “our last pastor was really good at…” It is important to offer the gifts God has given the pastor, while not apologizing for the gifts one doesn’t have – focusing on celebrating the bright future the pastor and congregation can have

In addition, many thanks to the Rev. Larry Baird, who in 2015, added his insights to develop resources specifically for those transitioning to retirement. The wisdom he shared includes the following: • Plan for continuation of or improved physical health, including getting a physical, combatting the often sedentary lifestyle of pastoral ministry by eating healthy and possibly joining a gym.

• Plan for continued spiritual nourishment and growth – daily devotions, finding a church in which to worship. The challenge is that the retired pastor’s role in the local church will be very different.

• Explore new avenues for social interaction – join community organizations, civic clubs, audit a college course and/or take an art, craft class, or music lessons.

• Find some form of meaningful ministry It is time to let colleagues take over the ministry to which they have been called and appointed. To linger is unprofessional at the least, and often unethical. However, offering oneself for pulpit supply, being a candidacy mentor, being involved in mission, or one might be invited to teach a Sunday School class or Bible study, which can be wonderful ways to stay engaged in ministry and to continue to use one’s gifts for the glory of God. • Plan for honoring and enjoying family relationships – spending more time with family and extended family and friends will be more possible.

Each participant receives a notebook with the information from the Lewis Center and more. Those retiring get a notebook containing the thoughts from Larry Baird listed above, and so much more.

The Right Start Workshop is an intentional tool for use in times of transitions, which has had a positive impact on those who have participated.

Pastors participate in Right Start Workshop.

Photos courtesy of Jeff McDowell. unyumc.org 19

Mentoring for Effectiveness: A Personal View By the Rev. Robert Kolvick-Campbell, Sherrill: Christ UMC

Sunday worship at Sherrill: Christ UMC .

Photo courtesy of Rev. Kolvick-Campell.

Teach us, O Lord, your lessons, as in our daily life we struggle to be human and search for hope and faith.

-Hymn 560, United Methodist Hymnal, Fred Kaan, 1974 20 UNY ADVOCATE 2018, Issue 4

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n the midst of newly ordained pastors, or even longer serving pastors, the situations of ministry can become a bit much to handle. Selfcare can be forgotten and hopes can fall short of God’s vision for us. We might see ourselves as doing what we can each day; those who are Rev. Kolvick-Campbell our supervisors might see that we need some support.

In 2014, being moved to a new appointment, this happened to me. Members of the Upper New York Cabinet approached me, concerned about what was happening in my ministry and calling me to covenant with them in a new program: Mentoring for Effectiveness.

At first, I was hesitant, perceiving care as judgment. It felt that starting a new appointment and the requirements of Mentoring for Effectiveness might be too much or might be unnecessary. I came to find out that care was really at work in the Cabinet’s concern: care for me as a pastor, in my ministry, seeking to give the space and grace to continue growth.

Some of that growth was learning about where I was in the midst of my life in ministry through emotional intelligence training. Through the EQ-HR process, I was able to be reminded of communication skills I already knew, but to practice them in some new ways.

One of the great times of sharing occurred in participating in “Tending the Fire.” Tending the Fire uses the work of Edwin Friedman and his concept of the non-anxious presence as a means of examining one’s self as a clergyperson, in the midst of what can be anxious congregations.

Throughout the process, I had a coach, who nurtured and shared with me in meaningful ways towards prayerfully engaging my life anew as

God is calling me. We worked on little things I saw, developing a balcony view of ministry and worked together in forming our bond in covenantal prayer. And this was and is positive and helpful—I continue to work with my coach quarterly, updating and working with the challenges and joys of ministry.

There was, as well, an understanding of accountability, that I had goals to meet by specific dates. That accountability reminded me that we are all accountable to each other. Accountability has its place in ministry as we seek to live as God’s community. Mentoring for Effectiveness helps me define where and what I need to be about when living out my ministry.

Finally, a big aspect was the focus on self-care.

One might argue that this is what Mentoring for Effectiveness was really all about: caring about oneself and ministry enough to give oneself to a program to prayerfully live into new growth as a pastor.

“At first, I was hesitant, perceiving care as judgment.”

Could a clergyperson do all of the programs themselves? Yes, of course, but looking back, I can say that giving myself to the program allowed me to find new connections in ministry that continue to support each day.

Throughout Mentoring for Effectiveness, I learned and I grew. I had to be open to this process, and that wasn’t always easy, throughout the process, I was supported as I met with my District Superintendent to look at my progress, to be encouraged, and to provide feedback on the process for improvement.

As I completed the process, I felt renewed.

I give thanks to God for that renewal. I believe that everyone can find meaning in taking some time to reflect and examine their ministry and grow from that time. I continue to use the fruit I gained to inform and critically grow in the ministry to which God has called me. unyumc.org 21

Karenni Good News & New Hope in Syracuse.

Photo by Mary Dalglish

Appointing planters for New Faith Communities By the Rev. Dave Masland, UNY Director of New Faith Communities

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Rev. Masland 22 UNY ADVOCATE 2018, Issue 4

or the past six years, the Upper New York (UNY) Conference has been very blessed to have a Bishop who is very committed to planting New Faith Communities. Bishops make decisions about who will sit on their appointive cabinets, helping in the consultation process that leads to making appointments of pastors. Across our UM connection, many of those Bishops choose not to place their new church start developers around that table. However, since the Director of New Faith Communities (NFC) position was first formed in the UNY Conference in 2013, Bishop Webb has made sure the NFC Director sits in on all Cabinet meetings, and has a significant voice in the process that leads to decisions about what pastor is appointed where.

Why is this?

When a Conference prioritizes planting new churches highly, it also prioritizes finding highly effective people to plant those churches. Some of those people are already serving existing churches. If the Bishop and Cabinet are not open to moving those (often highly effective) people from existing churches, then new churches will never be planted! The opposite is also true. In UNY, we value planting so highly the Bishop invites regular conversation about two key aspects of planting: 1. Who are the highly gifted, carefully assessed potential planters that we have identified?

2. Where are the high potential places where God seems to be calling us to plant?

We are all committed to discovering where God wants to work to plant an NFC. We are all committed to finding the right person to plant in each of those communities. And, our agenda reflects it!

Thursday Nights at Salem UMC. Photo by Kathleen Christiansen.

If so, where would they be most effectively be deployed? We are all constantly praying for the Spirit to show us where movement seems to be happening, and how we can get on board with what God is doing.

As the Director of NFCs, I have a regular spot on the Appointive Cabinet agenda. At these times (and especially at the beginning of the Appointment season), I can share who the potential planters are, and where are the places we might want to deploy those people. There is a constant conversation going on between me and the various regional DSs. Is it possible this local pastor or that elder is called by God to plant?

Sometimes the first move is for a high potential planter to come to us and share a dream and a vision for where they feel God is calling them to plant. Sometimes we go to the high potential planter, and we ask them to prayerfully consider whether or not they feel called to plant at all… and then, whether they are willing to plant in a particular community. It is all a process of discernment. And, when we all (DSs, planter, Bishop and Director of NFCs) agree that God is leading us toward appointing a person as “Lead Planter” of an NFC, we are in a position to act.

International Reconciliation in Albany.

Photo Mary Dalglish.

The good news is this: There are no turf wars in our cabinet meetings. Without fail, our DSs are all committed “Conference Superintendents.” Each of us wants what is best for the Kingdom of God. We have lots of open, honest and often lively discussion… sharing all pros and cons. But, if we discern that what is most needed is a new appointment of a gifted person to another mission field, there is shared enthusiasm to move ahead. What a joy to work on a team like this… all focused on planting new churches so that new people will come to experience the incredible grace and unconditional love of God through Jesus Christ. unyumc.org 23

Cross-Racial and Cross-Cultural Appointments By the Rev. Nola Anderson, Crossroads District Superintendent

O “My personal experience as a Puerto Rican woman in a predominantly caucasian congregation has been one of great awakenings and tremendous growth, both spiritually and personally so far.”

-The Rev. Ruth Rosa Warner, Batavia First UMC

Photo by Shannon Hodson.

24 UNY ADVOCATE 2018, Issue 4

pen itinerancy means appointments are made without regard to race, ethnic origin, gender, color, disability, marital status, or age, except for the provision of mandatory retirement. Annual Conferences shall, in their training of staff-parish relations committees, emphasize the open nature of itineracy and prepare congregations to receive the gifts and graces of appointed clergy without regard to race, ethnic origin, gender, color, disability, marital status, or age. (Book of Discipline ¶425.1) Cross-racial and cross-cultural appointments are made as a creative response to increasing racial and ethnic diversity in the Church and in its leadership. Cross-racial and cross-cultural appointments are appointments of clergypersons to congregations in which the majority of their constituencies are different from the clergyperson’s own racial/ethnic and cultural background.

Annual Conferences prepare clergy and congregations for cross-racial and cross-cultural appointments. When such appointments are made, Bishops, Cabinets, and Boards of Ordained Ministry shall provide specific training for the clergy persons appointed and for their congregations. (Book of Discipline ¶425.4) It is the attempt of the Cabinet to ensure a smooth transition when a cross-racial/cross-cultural appointment is made and encourage the following steps as a guide or a tool:

Step I. The process • The District Superintendent will talk with pastors during their annual supervisory conversations about their willingness to be appointed to a congregation with the majority of people who are not of their race or ethnicity.

• Pastors are asked by the District Superintendent if they are willing to educate themselves and their congregation(s) regarding the importance and dynamics of cross- racial/ cross-cultural appointments.

• Pastors can educate themselves and their congregations by: 1. Providing opportunities for scripturalbased conversations in small group or other settings.

2. Creating an environment where members can feel open to truly share how they feel without being judged or scolded.

3. Occasionally inviting a guest preacher of different racial/cultural background.

4. Using worship resources from other racial groups.

• During the consultation period with the Staff Pastor Parish Relations Committee (S/ PPRC), the District Superintendent will talk with the S/PPRC about the possibility and preparation for a cross-racial/cross-cultural appointment.

• If the Cabinet is proposing a cross racial/ cross cultural appointment, the District Superintendent will have conversation with the S/PPRC. Step II. Conversation to prepare for cross-racial/ cross-cultural appointments: When a cross-racial/cross-cultural appointment is proposed the District Superintendent will arrange some workshops, with conversations around cross-racial/cross-cultural appointments, with the S/PPRC, the pastor and the congregation/s to begin the process of fostering a healthy and smooth transition.

Step III. Welcome plan for the congregation • Congregations are encouraged to arrange welcoming meals as opportunities to learn about the culture of the pastor and to introduce the pastor and his/her family to the culture of the community/country.

• Set up face-to-face interactive meetings with the pastor and church members through cottage meetings, small groups, or house meetings to provide opportunities to learn about each other cultures… games, cultural food, talent evenings, etc.

• Acquaint the pastor with the community.

Introduce the pastor to leaders in the community.

• Support the pastor’s family.

Support systems for pastors in crossracial/cross-cultural settings.

• Mentoring • Language training • Intercultural communication proficiency training offered by GCORR (General Commission on Religion and Race).

• The cross-racial/cross-cultural pastor and family are often the only ethnic person in the congregation or in the community. The pastor and their families need to be a part of their own cultural communities.

• Allow time for renewal of their mind and spirit.

Cross-racial/cross-cultural appointments like any other appointment is about learning, listening, and caring for each other. It’s about relationship building which takes time and requires love and patience. It’s about offering our best to God and each other.

Resources: GCORR- General Commission on Religion and Race Books: Meeting God at the Boundaries, Cross-Cultural-Cross-Racial Clergy Appointments by Lucia Ann McSpadden Meeting God at the Boundaries, Cross-Cultural-Cross-Racial Clergy Appointments, A Manual for Church Leaders by Lucia Ann McSpadden United Methodist Book of Discipline 2016 unyumc.org 25

Why the United Methodist Church has a Young Clergy Initiative By the Rev. Paul Winkelman, Sidney UMC

Rev. Winkelman engages with youth at Sidney UMC. Photo Courtesy of Sidney UMC.

“I have discovered that my own experiences, my seminary training, and general preparations for ordained ministry differ greatly from many of my clergy colleagues that attended seminary long ago.�

Rev. Winkelman 26 UNY ADVOCATE 2018, Issue 4

Young People Appointments

“I

f our church just had a nice young pastor with kids, then everything at this church would grow and become like it was 40-years ago!”

Have you ever heard a statement like this before? For some folks that I have met, they seem to think of young pastors as a sort of “fix-all” to the precipitous decline that many of our United Methodist Churches and ministries are experiencing. Many of us know however, that this decline is far more complex than just the age of the pastor.

Given all of this, are young pastors better than pastors in other age brackets? Of course not! I have personally seen great men and women of all ages lead churches and have fruitful ministries!

So why a Young Clergy Initiative? Why specifically is the United Methodist Church and other denominations putting time and often significant financial resources in developing and helping young people to discern callings into ministry and ordained ministry?

There are some good reasons that I personally believe that our Young Clergy Initiative in the United Methodist Church is needed and vitally important. One of the biggest reasons that the Young Clergy Initiative is needed and vital is that young clergy have the potential to serve for many years in ministry. Specifically, if a person enters ministry at age 25 for example, they can continue to serve for potentially many years into the future, as many of our United Methodist Church pastors will be retiring within the next 10 years.

Another reason I believe our young clergy initiative is needed is because I have found that many young clergy bring a new sense of energy, new ideas, and creativity into ministry contexts. Many of us have heard the term, “but we have always done it that way before!” I have personally found that many young clergy often have a fresh sense of perspective and vitality that can breathe new life into a church or a ministry setting.

I have discovered that my own experiences, my seminary training, and general preparations for ordained ministry differ greatly from many of my clergy colleagues that attended seminary long ago. Since many of our churches are in a state of decline, and since our culture has shifted in so many ways, I have found that many young clergy are being trained to more directly address the

decline, struggles, and opportunities that exist for our churches and ministries. Some of the older clergy that I have talked with have told me that they never took seminary or course of study courses related to “Church Revitalization,” or courses on “Church Growth” and or “Disciple Making.” In fact, one pastor that I talked with told me that he was trained years ago to basically “go into a church and keep it maintained and healthy.” This is to say, some of the clergy that I have talked with have told me that they were not trained in seminary or course of study to address the present state of the church and the issues that it is facing in 2018.

Aside from these reasons that the young clergy initiative is needed and is vital, is what the church can do and accomplish in our communities and our world for God. In this way, I believe the role of the United Methodist Church is more important now than ever. I also believe that our church’s mission, “To make disciples of Jesus Christ for the transformation of the world” is incredibly crucial now more than ever.

Many live in communities that have great hurts, brokenness, addiction, and many other problems.

We also have problems on state, national, and international levels. The Church, and in our case the United Methodist Church can continue to play an important and relevant role in the world today. Through pursuing our mission, of bringing people to the saving grace of Jesus Christ our Lord, and equipping them for service to our communities and the world, I believe that the United Methodist Church is a growing and stabilizing force in our country and the world.

So, are you someone that loves Jesus? Do have a God given desire to change your community and the world? Do you believe you have or can develop gifts for pastoral ministry? If your answer to any of these questions is yes, I would ask you to pray and discern the direction of the Holy Spirit in your life. If you feel the call to pastoral ministry, let your pastor know, or contact your District Superintendent.

For as the Gospel of Matthew 9:37 says: “The harvest is plentiful, but the laborers are few;” (Mt. 9:37, NRSV). I truly believe that we are living in a golden opportunity for Jesus Christ and the United Methodist Church. unyumc.org 27

Young People Appointments

Pastor Lothridge at an anti-racism vigil in Rome.

Photo by Shannon Hodson.

Reflections on being a young pastor

By Pastor Brian Lothridge, Rome: First UMC

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have been told a few times, “You don’t look old enough to be a pastor.” I suppose a 33-year-old in his second-career, who has more than a few grey hairs still presents a youthful image. I laugh it off. I am certainly old enough (whatever that means) and still young, both in age and experience as a pastor. I came into my fifth year of ministry feeling like I am beginning to find my voice. I am thankful for the people at Rome First UMC who are journeying with me.

Being younger than most of the congregation, this church expects me to bring new energy to the community. I arrived in this community last year to a group of people who were ready to do something new. I am thankful for the ways in which Rome First not only hears my ideas but they help me bring them to life.

For example, I desire to connect the church more closely to the community around it. I explored what Pastors Carol Jubenville and Cory Jones were doing with Worship Without Walls in Utica and brought the idea up to leadership in Rome. Fast forward a few months: I have a dedicated group of people who join me weekly in downtown Rome to hand out sandwiches, devotional material, and to pray with people. This ministry has brought renewed enthusiasm in our church for being the hands and feet of Jesus in our community.

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Being young gives me a fresh perspective to ministry. I am not content to do things just because that is the way it’s always been done. We have realized at Rome First that Sunday school wasn’t working on Sunday mornings. I thought it would be good to try religious education on a different day and connect discipleship with outreach. To that end, we are developing a midweek community dinner and Bible study for the fall. Leadership and many others in the congregation have given their support and ideas for how we can pull this off. I don’t know if these things will work in the long run, but it is better than trying to maintain the status quo.

Admittedly, my youth also means lack of experience. I don’t have all the answers. It is crucial for me to seek the wisdom of my elders.

I am thankful for my many mentors in ministry.

I appreciate our United Methodist connection where I can call up colleagues from across our Annual Conference for advice. Many of these pastors have been down the same roads I’m traveling and can help me to avoid pitfalls they found. I also appreciate the wisdom of my elders in the Rome first congregation. Ministry is a collaborative effort of people of all ages.

I am thankful for the opportunities to lead the church in a variety of ways. Sharing the Gospel of Jesus in both word and deed, and leading a church to do the same, is an amazing responsibility.

Young People Appointments

Brian Lothridge gives us hope for the future

By Gwyn Caldwell, Rome: First UMC

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n the past, our church had been assigned pastors who were approaching retirement as their next assignment. Most of our congregation was at the same stage as the last few pastors we had, all approaching or already in retirement. We knew we needed someone with new ideas and new ways to reach the younger generation if we wanted Rome First to be a vital church in our city. When our committee interviewed Pastor Brian, we saw hope for our future.

“Views from the Balcony.”

Photos courtesy of Brian Lothridge.

July 1, 2018 marked Pastor Brian’s one-year anniversary at Rome First. He admits that he spent the first year getting to know the congregation, allowing us to get to know him, and for Pastor Brian to learn what Rome First was all about.

Rome First has many mission-based activities that the congregation wanted to remain intact. Brian became acquainted with these activities by rolling up his sleeves and helping. He frequently tours the church building, praying for guidance and wisdom to develop other ways the facility can be utilized to serve the community better.

Pastor Brian recently started a video series called “Views from the Balcony” that previews his upcoming sermon. This is posted weekly on the church Facebook page. A few months ago, he

Worship Without Walls provides bag lunches and prayers to anyone passing by.

began a weekly email communication to anyone who shared their email address. The email lets people know what is going on in the days ahead in the church, the community, and the Upper New York Conference. Back on May 8th, we started Worship Without Walls handing out bag lunches and praying for strangers on the sidewalk downtown.

Brian knows the Bible and how to share it.

He delivers the message sincerely and you feel the compassion he has for the word of God. I can tell that his faith in Jesus Christ is what fuels his energy every day. When I watch him talk to strangers, the look of concern on his face and in his body language is genuine. He truly cares about the level of faith others have and encourages them to build a relationship with Jesus and praying is a great start. He proved early on that he’s a great listener Pastor Brian is young and open to suggestions.

He graciously accepts constructive criticism and welcomes input. He has a lot to learn and a lot to share. He knows his timid areas and is constantly working to improve them. Brian is new enough to the pulpit, we can sense that the fire he has for the Lord is still just an ember burning and wanting to spread. I can only hope that I can witness his growth and his mastering of sharing his faith over the Rome: First UMC coming years. unyumc.org 29

Women in ministry . Women in ministry . Women in ministry

“...All of us — men and women — in the Methodist fold are called to witness Jesus as Lord and Savior.”

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Women in ministry . Women in ministry . Women in ministry

Commentary: United Methodism and the Ordination of Women

By The Rev. Dr. Frank Gulley, Professor of Church History, Emeritus, Vanderbilt Divinity School Originally published on UMCOM.org

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hy does the United Methodist Church ordain women, especially when certain passages of Scripture seem to suggest that they not be given ministerial standing? Especially pertinent are statements in the New Testament that women should not teach or have authority over men (1 Tim. 2:8-15) and should not speak in church (I Cor. 14:34-35).

Behind the question rests an assumption about how Christians should reach positions on major issues and the weight given to the Biblical text in arriving at those decisions. Until this issue is resolved, the question of the legitimacy of the ordination of women, and questions on other issues before the Church, will be in doubt.

From Methodist beginnings, the Bible has been the chief source for reaching most decisions in our Church. John Wesley gave it first place among the resources to which we should turn in reaching important decisions about Christian belief and practice. But Wesley did NOT (note the emphasis) make it the sole source, nor did he believe the text of Scripture to be the literal Word of God. He believed serious Christians will always read the Bible using the insights of tradition, reason, and experience.

The 2018 Service of Ordination.

Photo by Matthew Williams

The Methodist tradition over nearly 300 years has sought to be faithful to these insights of Wesley. The Bible has been our principle source of inspiration as we have sought to interpret God's will for our time and place, but we have not ignored the insights that have come our way through a careful reading of the church's history, through the exercise of our minds, and by the testing of religious insights by Christian experience. We believe the Holy Spirit works through all of these as we seek to be faithful to the will of God.

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Women in ministry . Women in ministry . Women in ministry

Commissioning for the Work of an Elder or the Work of a Deacon Photo by Mary Dalglish.

The result of the interplay between the Bible, tradition, reason, and experience has caused Methodists to arrive at conclusions that are contradictory to a literal reading of certain biblical passages. For example, in Mark's gospel (10:2-12) Jesus clearly condemns divorce, but our church and other denominations have come to accept divorce as "a regrettable alternative" for member couples who have become "estranged beyond reconciliation." (Social Principles, 34) And then there is John's gospel wherein Jesus clearly attacks "the Jews," labeling them children of the Devil (8:44) — the basis for much anti-Semitism in European and American history. United Methodism, on the other hand, holds that the "Jewish people continue in covenantal relationship with God" and that "Jews and Christians are coworkers and companion pilgrims" in seeking to serve God. (Book of Resolutions, 189-197)

Nor should we fail to mention the United Methodist view on the place of women in the marriage relationship. "We reject social norms that assume different standards for women than for men in marriage.” (Social Principles, 34) In the Old Testament, on the other hand, husbands are regarded as superior to wives in every respect; indeed, it is not inappropriate for husbands to have numerous wives and to offer them to other men for sexual favors. And then there is the issue of slavery. United Methodism's view is stated in unequivocal terms: “The Church regards the institution of slavery as an infamous evil. All forms of enslavement are totally prohibited and shall in no way be tolerated by the Church.” (Social Principles, 48) Both the Old and New Testaments assume the legitimacy of the practice of slavery and at no point is it condemned.

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Women in ministry . Women in ministry . Women in ministry

Ordinates to the Order of Deacon.

Photo by Mary Dalglish.

Finally, we can point to a whole host of less prominent statements in Scripture where Methodists, like other Christian groups, have deviated from a literalist reading: Christians must not associate with "a drunkard," those who profane the Sabbath should be put to death, the child that curses his/her father should be put to death, etc.

links with the apostolic faith... lead us solemnly to affirm...that all who are baptized into Christ are members of Christ's ministry..." (Social Principles, 153) Hence, all of us — men and women — in the Methodist fold are called to witness Jesus as Lord and Savior. Further, we believe that in the sight of God all — men and women — are equal. "We affirm with Scripture the common humanity of male and female, both having equal worth in the eyes of God." (Social Principles, 35) If these affirmations are taken seriously, it is only logical that our Church would conclude that ordained ministry should be open to both men and women — regardless of what some texts of Scripture might suggest to the contrary.

These, and other examples, indicate that God's people must constantly struggle using the four sources mentioned above to discern God's will on pertinent issues that present themselves. While the Bible is still our chief instrument in that quest, it is not the only resource at hand. We believe that the Holy Spirit continues to lead, revealing God's will in ways that previous generations may not have discerned as we face new situations and questions of critical import in our time.

On some matters we believe that we understand more clearly God's will than Christians of previous generations.

Now, more specifically on the question of the ordination of women. Methodists begin by underscoring the point that all baptized Christians are ministers of the gospel. "Our

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Women in ministry . Women in ministry . Women in ministry

“I followed a much beloved male pastor and many people in both churches were apprehensive of a woman in the pulpit.�

Rev. Green offers prayer during the annual Blessing of the Bikes at Hilton UMC. Photo by Mary Dalglish.

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Women in ministry . Women in ministry . Women in ministry

Called into ordained ministry as a female By the Rev. Jennifer Green, Hilton UMC

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hen I was 12 years old, I found myself sitting in the small sanctuary of Yorkshire United Methodist Church listening to a woman pastor preach at my Great Aunt Kate’s funeral. I had attended this church and Sunday school with my Grandma and cousins throughout my early Rev. Green childhood. Every time I attended, there was a male pastor, but this one time a woman was sharing God’s love to a grieving family.

Also, my home church, Clarence UMC, has always had a male pastor. My childhood experience was predominantly one of “all pastors are male.” That is until that June day in the early 80s when Rev. Janet Southcott offered words of hope to a grieving twelve year-old girl as I mourned my Aunt Kate. Aunt Kate shaped my viewpoint of women being strong and doing whatever they set their mind to doing; so much so our daughter is her namesake. It was sitting in that pew, witnessing a woman pastor and reflecting on Aunt Kate’s amazing life that I believe I received my call to ordained ministry.

In 1998, I graduated from Candler School of Theology was approved for Deacon Ordination as a probationary Elder (1996 Discipline) and appointed to the Belfast and Caneadea Charge in Alleghany County. I was technically the first woman appointed to that charge. I followed a

much beloved male pastor and many people in both churches were apprehensive of a woman in the pulpit. Especially a young single woman.

I found it interesting that the history of Belfast Methodist Episcopal Church included embracing a woman in pastoral leadership in the 1920s. A pastor had died during the appointment year and the congregation and Bishop embraced his wife as the pastor for the rest of the appointment.

This small act and blip in the church’s DNA 70 years before helped to pave the way for the congregation’s acceptance of my pastoral leadership.

Throughout my first year I would hear them state this fact proudly.

I was also blessed that these congregations saw themselves as nurturers of young pastors.

They welcomed me and nurtured me in a way that I will always appreciate. Sure, while visiting people in the hospital I was often mistaken as someone’s grand-daughter. Although this was frustrating it inspired me to get a clergy collar shirt and claim my authority. I also had decisions regarding worship and church administration questioned. I am not sure if those questions were raised because I was their first woman pastor, because I was so young, or if they are questions that my male colleagues also experience.

I am truly thankful for those two congregations who loved, accepted, and nurtured a “woman pastor” who was young and a little unsure of herself. In my opinion, they did this with grace and without patronizing. I am also extremely thankful for the many women who have gone before me in pastoral leadership. Since my first appointment, I have either followed women or been a link in a long line of women in pastoral leadership in those congregations. For each of them and their gifts and graces for ministry I give thanks to God.

Women in ministry . Women in ministry . Women in ministry unyumc.org 35

By UNY Communications

RESOURCES

Transitional process Both the Lewis Center for Church Leadership and Discipleship Ministries have great resources about the transitional process and how members of the congregation as well as the Staff-Parish Relations Committee (SPRC) can make the transition effective. The following are particularly helpful in understanding what it takes to make a transition effective and welcoming for both the new pastor and the congregation: “Transitions: My pastor is movingNext steps” This is a packet/slideshow Discipleship Ministries derived from a webinar intended to prepare people on churches’ SPRCs to gain insights about praying for the new pastor, their family, and the congregation throughout the process and also how to prepare plans to bid farewell to the leaving pastor and ways to welcome the new pastor. This slideshow would be useful for all members of a congregation. The end of the slideshow also provides dozens of additional resources on the transitional process.

Visit: http://bit.ly/ourpastorismoving

“50 Ways to Welcome your New Pastor” Prepared by Robert Crossman

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This is a Lewis Center for Church Leadership handout that serves as a checklist to use when welcoming a new pastor, with steps to follow in each of the following areas: preparation for new pastor, saying goodbye to current pastor, making things move-in ready, welcoming your pastor on moving day, continuing to welcome the pastor during the entry period, helping the new pastor become familiar with the congregation, and helping the pastor connect to the community.

Visit: http://bit.ly/50ways_newpastor

36 UNY ADVOCATE 2018, Issue 4

Cross-Cultural appointments There are several website resources that address cross-cultural and cross-racial ministry and a few resources that specifically examine cross-cultural and cross-racial appointments. We suggest the following four resources that raise awareness on the cross-cultural appointment process.

Many Faces, One Church: A Manual for Cross-Racial and Cross-Cultural Ministry

by Glory Dharmaraj, Jacob Dharmaraj, and Ernest S. Lyght, Abingdon Press, 2016.

This manual is designed to help clergy and denominational personnel understand the context, theology, ministry, and mission of cross-racial and cross-cultural pastoral appointments in The United Methodist Church. It was written by persons who have successfully served in cross-racial and cross-cultural appointments. In a sense, it is what they wished they had known before they began and it is what they believe the Church needs to understand in order to fulfill her theological mandate of inclusivity.

“Religion and Race focused on awareness, equipping leaders” This article is part of the United Methodist Church’s “How the Church Works” series. The article addresses the various ways that General Commission on Religion and Race (GCORR) supports Conferences in preparing congregations for cross-cultural appointments.

Visit: http://bit.ly/HowtheChurchWorksDecember2016 “Biblical reflection on cross-racial and cross-cultural ministry” This article, published by GCORR, examines biblical accounts where persons were called to go across the racial and cultural boundaries to do God’s work and fulfill God’s purposes. It illustrates how the cross-racial and cross-cultural ministry required extreme obedience to do what God asked, the courage to be counter-cultural, and willingness to be changed.

Visit: http://bit.ly/crossculture_according_to_the_bible “The joys and benefits of becoming a cross-racial or cross-cultural ministry setting” This article, published by the GCORR, describes a cross-cultural or cross racial ministry setting as created when “a local church receives a pastor whose lived experience is substantially different from that of the majority of the congregation. This could be because of various kinds of difference: race, ethnicity, language, class, nationality, theology, and others.”

The article provides an inspiring chart that details some of the benefits of a cross-cultural/cross-racial appointment, including: spiritual growth, prejudices challenged, and congregation more energized, among others.

Visit: http://bit.ly/joysandbenefits unyumc.org 37

By UNY Communications

RESOURCES

Young people in the pulpit The Young Clergy Initiative The 2012 General Conference of the United Methodist Church created a $7 million dollar Young Clergy Initiative Fund designed to “increase the number of young clergy among the jurisdictional Conferences.”

Visit http://bit.ly/yci_bearingingfruit to read an article about how the Young Clergy Initiative is bearing fruit. This article highlights several Conferences, including the Upper New York Conference, that are seeing success stemming from this initiative.

“Suggestions for Churches with a Young Pastor” This Lewis Center for Church Leadership “To the Point Series” handout reviews ways to accept a young clergyperson and offer them support.

Visit: http://bit.ly/churches_with_young_pastors

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Women in the pulpit In addition to the book, She Offered them Christ, both UMC.org and the Lewis Center for Church Leadership have helpful resources that explore the reasoning that unlike many other denominations, the United Methodist Church does appoint female pastors. We suggest the following resources.

She Offered them Christ: The Legacy of Women Preachers in Early Methodism

by Paul Chilcote, Wipf & Stock, 2001 This book looks at how Methodist women preachers helped make the Wesleyan Revival in England a powerful religious awakening.

Each chapter introduces exceptional female preachers in the Early Methodist Church who had the courage to offer Christ to their world.

“Why does the United Methodist Church ordain women?”

This UMC.org web link provides many commentaries and official statements about women clergy in the United Methodist Church. It also provides a link to a resource from the General Commission on the Status and Role of Women; this resource is a six-session study that explores the role of women in the United Methodist Church.

Visit: http://bit.ly/umc_ordainingwomen “Suggestions for Churches with a Clergywoman” This is a Lewis Center for Church Leadership “To the Point Series” handout. It offers 10 suggestions as to how to welcome a new woman pastor and offers some dos and don’ts.

Visit: http://bit.ly/ClergyWomen_LewisCenter “Why Women are Clergy” This is also a Lewis Center for Church Leadership “To the Point” series handout. It reviews the biblical, historical, and theological reasons that women are called into ordained ministry.

Visit: http://bit.ly/why_women_are_clergy unyumc.org 39

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