tag:blogger.com,1999:blog-50719533204114794052024-03-13T08:01:38.836-07:00Barber ClippingsI finished more than thirteen years (thirteen years, ten months) with the Berry's Chapel church of Christ April 1, 2007. Beginning in May 2007, Gail and I started working with congregations between preachers.
Eddyville, Kentucky: May 2007 - August 2008;
Hendersonville, Tennessee: October 2008 - December 2009; Collegeside, Cookeville, Tennessee: March 2010 - June 2011; LaVergne, Tennessee: August 2011 - June 2013; Maury City, Tennessee: September 2013 - presentJerrie W. Barberhttp://www.blogger.com/profile/00330761057485922206noreply@blogger.comBlogger93125tag:blogger.com,1999:blog-5071953320411479405.post-80430456828092880372014-12-08T19:47:00.001-08:002014-12-10T11:30:21.906-08:00Thank You and Good-bye<div class="separator" style="clear: both; text-align: center;">
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Thank you for your interest in and response to this blog. This is the last post in this blog.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> My first blog post was December 11, 2006. I have included posts on interim ministry, </span><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">leadership, </span><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">and other topics. Many of you have been kind to read and respond to these writings.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> I plan to start a new blog in January: <i>New Shepherds Orientation</i>. It will be designed to provide information, inspiration, and appreciation to those men and their families who serve as shepherds (elders, bishops, overseers) of the Lord's church.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> It has been my privilege to lead New Shepherd Orientation Workshops with congregations. I have learned much in preparing and leading these times of concentrated work on being more effective in being great leaders by being great servants.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Two blog posts a month will include some of the following topics:</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Majority or minority rule? How many votes do you give to each elder?</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Setting goals</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Non-suicide contract</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Elders appreciation parties</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Shepherds who leave when the wolf comes don’t care — Jesus</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>How to hear criticism</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>For pain to be most productive, it should be anticipated, chosen, and managed</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>When most people hurt me, I gave them permission</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Contracts - why, written, items, reviewed?</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Elder rules</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Elder operating procedures: non-negotiable, negotiable</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Counseling for me </span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Are death wishes the best way to solve leadership problems?</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>How to get rid of a bad elder</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Questions to learn more about your family.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>How do you want the church to be? — Be that!</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Grass catcher list</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Elders’s meetings</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Discussion before decisions</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Elder-preacher relationships</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Family meetings</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>A leader is a non-anxious presence.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Funerals and parties</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Processing anger</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Who selects leaders?</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>How to select leaders</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Planning a preacher’s (elder’s) departure</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Elder agreements</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>48-hour rule</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Anonymous letters</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Counseling, referral, followup</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Suicide, 3 questions, contract.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Delegation steps</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Criticism</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Listening until the other person gets through talking</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Sabbath - day a week</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Isolation</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Sabbatical</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Good leaders may not be the first to speak </span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Are you allowing your last preacher to control your next preacher?</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>How to deliver bad news — death </span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>How to deliver bad news — termination, reduction in pay</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>Should we let our preacher preach after he resigns, is released?</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>•<span class="Apple-tab-span" style="white-space: pre;"> </span>They say we are not open</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> If any of these topics sound helpful and interesting, please subscribe to the blog. I plan to send a link for subscription by the end of the month.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span style="white-space: pre;"> </span>Thank you again for your encouragement. Please be looking for the opportunity to subscribe to the new blog.</span><br />
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Jerrie W. Barberhttp://www.blogger.com/profile/00330761057485922206noreply@blogger.com2tag:blogger.com,1999:blog-5071953320411479405.post-66969500806949416622014-11-03T06:29:00.000-08:002014-11-03T06:29:00.953-08:00Why Do You Run Without Shoes?<div class="separator" style="clear: both; text-align: center;">
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<span style="font-family: Helvetica Neue, Arial, Helvetica, sans-serif; font-size: large;"> Last week I completed 3,000 miles of running without shoes. People often ask, “Why do you run barefooted?”. Two answers top the list: </span><br />
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<li><span style="font-family: Helvetica Neue, Arial, Helvetica, sans-serif; font-size: large;">It brings back good childhood memories. In my childhood, I took off my shoes as soon as the weather was warm in the spring and I enjoyed it. </span></li>
<li><span style="font-family: Helvetica Neue, Arial, Helvetica, sans-serif; font-size: large;">Running without shoes is a good parable for life.</span></li>
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<li><span style="font-family: Helvetica Neue, Arial, Helvetica, sans-serif; font-size: large;"><strong>Life is painful.</strong> Often people ask, “Doesn’t it hurt to run without shoes?”. Yes. It often hurts to run with shoes. If I avoid everything in life that is uncomfortable, I will not accomplish many important things. According to Paul, our hope is in our pain. Romans 5:1–5 Edwin Friedman said, “A leader is one who increases his toleration for pain in himself and others.” Planned, chosen, and managed pain can bring growth. Philippians 3:7–15</span></li>
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<li><span style="font-family: Helvetica Neue, Arial, Helvetica, sans-serif; font-size: large;"><strong>Many big things can be accomplished by doing little things consistently.</strong> Hebrews 12:1–3 When I started running without shoes in the Spring of 2010, I began with walking a few minutes without shoes. The next week, I ran 1/4 mile shoeless; the next week, 1/2 mile; the next week, 3/4 mile; the next week, 1 mile. Then I added a mile each week until I was running without shoes all the time. My feet and leg muscles, as well as the bottom of my feet, adjusted to the new challenges and cooperated without injury. Bible study, saving money, becoming competent in any field of study or skill can often be achieved by persistent progress in small steps.</span></li>
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<li><span style="font-family: Helvetica Neue, Arial, Helvetica, sans-serif; font-size: large;"><strong>Important areas of life demand a commitment, not a trial.</strong> A lady came beside me to discuss my lack of shoes in the Franklin Classic 10K run and after some discussion said, “I’ve thought about trying barefoot running.” You don’t try it; you commit to it to see the benefits. Many things demand a commitment, not a trial, to receive the rewards: living for Jesus, marriage, life’s work.</span></li>
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<li><span style="font-family: Helvetica Neue, Arial, Helvetica, sans-serif; font-size: large;"><strong>Many people will think you are weird.</strong> I need to ask myself, “Are you doing what you are doing because you think it is best or to please other people and escape criticism?” Galatians 1:10 I should make decisions on what is best to glorify God and produce growth in my life.</span></li>
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<span style="font-family: Helvetica Neue, Arial, Helvetica, sans-serif; font-size: large;"> I don’t think everybody needs to run or run without shoes. I have been blessed by 45 years of running and the last four and a half years without shoes, have been enjoyable and beneficial.</span>Jerrie W. Barberhttp://www.blogger.com/profile/00330761057485922206noreply@blogger.com2tag:blogger.com,1999:blog-5071953320411479405.post-9010136324558255482014-10-02T12:02:00.002-07:002014-10-02T12:04:51.150-07:00If You Need a Minister<div class="separator" style="clear: both; text-align: center;">
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> When you need to find a new preacher, how do you do it? “We’ve just always invited some men in, let them preach, listen to comments from the congregation — either written or by word — then hire the man we think is the best.” That is the answer I often hear.</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Last week, I reread <em>If You Need a Minister: practical advice for hiring your next minister</em>, by Will Perkins. At Maury City, we are ready to begin the preacher search. There is a training session scheduled for Sunday afternoon for the men who will be leading the selection. I obtained a copy for each man on the team.</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Will, in a concise way, outlines and suggests an approach that involves beginning with thinking and planning rather than just doing what we have always done. I think he has some practical suggestions that would be good to consider by any congregation looking for any minister position.</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">Contents: </span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Introduction <br /> Before You Begin <br /> Who Are You? <br /> What Are You Looking For? <br /> The Search Process <br /> A Final Word <br /> Sample Job Posting <br /> Sample Interview Questions <br /> Sample Work Agreement</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> You can buy this book by clicking this link: <a href="http://tiny.cc/1283mx" style="color: #308bd8; text-decoration: none;">If You Need a Minister</a> .</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> What suggestions do you have for the selection process?</span></div>
Jerrie W. Barberhttp://www.blogger.com/profile/00330761057485922206noreply@blogger.com0tag:blogger.com,1999:blog-5071953320411479405.post-44981885430293349472014-09-05T11:58:00.000-07:002014-09-05T14:43:42.368-07:00A Tuesday Wedding Has Lasted<div class="separator" style="clear: both; text-align: center;">
<a href="http://3.bp.blogspot.com/-rElZjxoR_6w/VAoGwQIgcAI/AAAAAAAAAfw/QsVSe7HF59k/s1600/50.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="http://3.bp.blogspot.com/-rElZjxoR_6w/VAoGwQIgcAI/AAAAAAAAAfw/QsVSe7HF59k/s1600/50.jpg" height="400" width="400" /></a></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> The past two weeks have been a great time of reflection and thanksgiving.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> August 18 was the 50th anniversary of our marriage. Gail and I were married August 18, 1964 at the Tuscumbia Church of Christ in Tuscumbia, Alabama. It was a Tuesday. How many weddings have you attended on a Tuesday afternoon at 5:00?</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Why would anyone do that? When we decided to get married, I was making $65.00 a month, preaching at four different churches. I couldn't afford to miss a Sunday. They told me we needed to practice for the wedding. We practiced on Monday, got married Tuesday, returned from our honeymoon on Saturday so I could preach on the next Sunday.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> On our honeymoon, we had $150.00 in travelers checks for the trip. We went to Rock City in Chattanooga, Gatlinburg, and Cherokee, North Carolina. On the way from Chattanooga, we had to replace a fuel pump in South Pittsburg, Tennessee. That was $20.00.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> We had a good time and returned home with a $10.00 travelers check.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> God has been good to us these fifty years. I am thankful for the Tuscumbia church for providing our wedding and reception. They had been Gail's and Brenda's (Gail's sister) sponsors at Childhaven since they came there in 1950.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Our children and grandchildren, Jerrie Wayne Barber, II, Terri, Elizabeth, Jackson, Jeffrey, Whitney, Nathan, Dalton, Wyatt Houston and Christi, Brian, Brittan, and Braden Parsons, have been and continue to be a joy and blessing to us.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> We have been encouraged by ten churches were we have worked full time (five) and as an interim with five.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> I appreciate our children and grandchildren arranging our celebration this past Saturday at the Berry's Chapel Church of Christ. I am thankful to those who came, to those who wanted to come, to those who have contacted us through the U. S. mail, FaceBook, Twitter, and phone.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Incidentally, on the Sunday before we were married, I tried out for a church to preach on Sundays and teach a class on Wednesday night. They asked me if I thought I could make it on $75.00 A WEEK! I told them I would do the best I could.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> That is what you call just-in-time delivery. God has been good to us. Brethren have encouraged us. I look forward to the future with faith.</span><br />
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<span style="font-size: large;">★ ★ ★</span><br />
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<span style="background-color: white; color: #333333; font-family: Arial, Helvetica, sans-serif; line-height: 20px;"><span style="font-size: large;">BE WATCHING FOR A CHANGE IN MY BLOG IN THE NEAR FUTURE!</span></span>Jerrie W. Barberhttp://www.blogger.com/profile/00330761057485922206noreply@blogger.com0tag:blogger.com,1999:blog-5071953320411479405.post-57873296198924916762014-08-04T14:12:00.000-07:002014-08-04T15:26:37.928-07:00Daddy’s Bible, Daddy’s Life<div class="separator" style="clear: both; text-align: center;">
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Five years ago today I sat with my Dad, John T. Barber, in the emergency room at Vanderbilt. At 4:00 p.m., his defibulator went off. When nurses came in they asked, "Mr. Barber, what do you want us to do for you." He replied, "Everything you can."</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> They did. But his heart was worn out. I reflect on Hebrews 11:4 about Able, who has been dead for thousands of years, and is still talking. Daddy has been dead five years and he continues to talk.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Above is one of several Bibles he wore out reading and studying. He had a third or fourth grade education. He didn't know how far he got in school. But he contributed to the happiness and well-being of his family, friends, and many others that he touched.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> I keep that Bible where I am working and see it every day I come to the office. I am reminded of the way he helped many people and did the best he could, with what he had, where he was.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Despite pain from worn out knees and, the last few years, a damaged heart, he kept a positive and bright outlook. His favorite response to the question, "How are you doing?" was, "Way above average. The average person my age is dead."</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> From my perspective, he lived a life that was "way above average.”</span><br />
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Jerrie W. Barberhttp://www.blogger.com/profile/00330761057485922206noreply@blogger.com3tag:blogger.com,1999:blog-5071953320411479405.post-58525019175713551572014-07-02T15:49:00.000-07:002014-07-02T15:49:19.719-07:00When Might an Interim Minister Be Helpful?<div class="separator" style="clear: both; text-align: center;">
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> The concept of having a preacher for a planned short time after a long ministry is foreign to many people. To some members of the church, if we don<b>’</b>t have a full-time preacher with a long-term commitment, we are <b>“</b>spinning our wheels.<b>” </b></span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Many churches have done well without an intentional interim. One the other hand, many preachers have been hurt and many congregations have suffered because the leaders hurriedly selected a man who became an unintentional interim <b>–</b></span><b style="font-family: Arial, Helvetica, sans-serif; font-size: x-large;"> </b><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">a preacher who was brought in after a long and successful ministry of a good faithful preacher or after a period of conflict in the congregation and was soon rejected through no fault of his own.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> When might it be good to bring in a trained preacher who will agree to stay for a limited time (six to eighteen months on average), who will give stability in the pulpit, and who will prepare the church for the next full-time preacher?</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Ronald G. Brown wrote this in an article on Intentional Interim:</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> An Intentional Interim Minister is needed if a church finds itself in one or more of </span><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">the following situations:</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">1. The minister served seven or more years before leaving,</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">2. The minister resigned under pressure (a forced termination),</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">3. The The minister</span><b style="font-family: Arial, Helvetica, sans-serif; font-size: x-large;">’</b><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">s resignation was requested due to ethical or moral misconduct,</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">4. The minister departed in the midst of severe conflict within the church,</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">5. The church has not conducted a self-study of its structure, history, </span><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">priorities, mission or vision in the last five years, or</span><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> </span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">6.</span><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> The church has a pattern of the last two ministers leaving after having served the church for only 2-3 years (Ronald G. Brown, © Intentional Interim is copyrighted by Interim Ministry Network, Inc., Baltimore, MD).</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">BE WATCHING FOR A CHANGE IN MY BLOG IN THE NEAR FUTURE!</span>Jerrie W. Barberhttp://www.blogger.com/profile/00330761057485922206noreply@blogger.com0tag:blogger.com,1999:blog-5071953320411479405.post-64294815373998011172014-05-30T16:05:00.001-07:002014-06-02T15:45:55.995-07:00What Do You Do When They Don't Call Tuesday Night at 7:00?<div class="separator" style="clear: both; text-align: center;">
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Last month I discussed one of the most disappointing and frustrating things in the search process for me as a preacher: a promise to call with information on the search committee's progress or of the elders' deliberation, usually preceded with, “We'll let you know something next Tuesday night at 7:00": followed by nothing.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> One year at the Eldership Retreat at Faulkner University, I was exhorting elders to communicate with prospective preachers – especially when you say you will. David Short, then director of Faulkner development and an elder of the University congregation, taught me a good lesson. He said, “Jerrie, we experience the same thing in raising money for the school. We present the opportunity to help Faulkner. The person needs some time to think about it and promises to call at a certain time. I also note it in my planner and confirm the date and time. Then I add, "I'll look forward to hearing from you next Tuesday night at 7:00 p.m. And if you are not able to call at that time, I'll check with you a day or two after that." That gives me permission to renew the conversation.”</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Thank you, David Short! That is an application of a principle that I have long believed and taught: I am 100% responsible for my communication. As I have reflected on that valuable suggestion, I wonder if I had not done that for the same reason that many have not called. Most people don't like to give and receive unpleasant news. And most of the news in the search process is not favorable – unless the church is considering only one preacher and the preacher is only talking to one congregation and they both could not envision any other being as good as the one now being considered.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> I would guess that most elders or search committee members don't enjoy delivering the message, “We have decided to look elsewhere.” I know that is not the most encouraging news for a preacher with three weeks to go on a ninety-day agreement. Therefore what I need to do as the preacher wanting to know what is happening is complete the conversation. Make the call. Ask for the information I want. Minutes are free on my cell after 9:00 p.m. and on weekends. If they are still considering me or if I am the preacher they want, I learn that and the call probably will not change that. If I am no longer being considered, I learn that and I am free from thinking about that possibility any longer. “And you shall know the truth, and the truth shall make you free” (John 8:32, NKJV). </span>Jerrie W. Barberhttp://www.blogger.com/profile/00330761057485922206noreply@blogger.com0tag:blogger.com,1999:blog-5071953320411479405.post-26586181591585962292014-05-01T10:35:00.000-07:002014-05-01T22:11:19.375-07:00“We’ll Call You Next Tuesday Night at 7:00”<div class="separator" style="clear: both; text-align: center;">
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> One of the most frustrating experiences that I had several years </span><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">ago when I was talking with congregations considering me as their </span><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">next preacher was the statement of those looking for a preacher, </span><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">“We’ll call you next Tuesday night at 7:00 and let you know </span><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">something.” When this happened – and it happened more than a </span><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">dozen times – I would confirm: “Is that Tuesday the 16th? Is that 7:00 </span><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">Central time or Eastern time?” I was living in the Eastern time zone.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> I would confirm our appointment: “I’ll be waiting for your call next Tuesday night, February 16th, at 7:00, Eastern standard time.”</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> I looked forward with great anticipation. Was I still being considered? Would they like me to come for an interview? Have they eliminated me from consideration? Am I their choice and are they ready to make final plans for us to locate to a new work?</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Time after time, I would prepare the family: “I have an important call coming at 7:00. No one is to use the phone after 6:30.” This was before call waiting and cell phones. “It is essential that I get this call. I need to talk with an elder calling me about the opportunity to work with a congregation.”</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> 7:00 p.m. EST would come and go. 7:30 would pass. I thought, “Surely I misunderstood. They said Central time. They will call in thirty minutes.” 8:00 passed. 9:00 and still no call. I assumed, “Maybe they meant Wednesday night. That’s when elders usually meet.”</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> In anticipation, I would prepare my family the next night for clear phone lines. My experience was: no call that night, sometimes a week or two later than promised, and sometimes never.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> This was so frustrating and disappointing. That experience was so much the norm that I remember the name of an elder decades later who was different. Jimmy Vaughn from Amory, Mississippi, talked with me on the phone about their preacher search. He said, “We are talking with one preacher at a time. We would be interested in talking with you if we do not come to an agreement with the one now in consideration. I will call you either way.” He set a time and date to call. Now to my surprise, he called </span><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">on the night and at the appointed time. It was so unusual, that when I see him now I refer to him as “the elder who tells the truth.”</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> What am I saying about the selection process? If you are on a search committee or if you are an elder working on the search process:</span><br />
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<li><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">Acknowledge each applicant. A form letter is better than ignoring the person as unimportant.</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">If you say you are going to call, make a note and call.</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">If you don’t have any new information at the appointed time, call at the appointed time and say you don’t have any new information and indicate when the preacher might learn more.</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">When a preacher is no longer under consideration, contact that man and tell him he is no longer under consideration. The rejection hurts. But it hurt me more to learn of it three months after the new preacher had moved and I still had received no communication.</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">Thank the person who applied and give a word of encouragement that God has a place in His kingdom for him to work.</span></li>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> The principle Jesus taught was, “But let your ‘Yes’ be ‘Yes,’ and your ‘No,’ ‘No.’ For whatever is more than these is from the evil one” (Matthew 5:37, NKJV).</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Next month: What can the preacher do when they don’t call at 7:00 p.m., EST?</span>Jerrie W. Barberhttp://www.blogger.com/profile/00330761057485922206noreply@blogger.com0tag:blogger.com,1999:blog-5071953320411479405.post-7197772057582700312014-03-31T18:37:00.000-07:002014-03-31T18:40:05.179-07:00Helping People Grow During Transiton<div style="text-align: center;">
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> A group that I have found helpful in some of my interims is the Transition Monitoring Team. The team is to be composed of twenty people from different groups (ages, occupations, interests, proponents, critics) in the congregation: ten selected by the elders, ten volunteers.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> This group is to help the congregation make a good transition (which is growth on the inside – spiritually) while change (finding a new preacher) is happening in this church. It is important for everyone to understand the purpose of this group. It is a monitoring team–not a management team. It has no decision-making power. It's purpose is to facilitate communication to the elders, among people involved in the transition, and to demonstrate that the leaders want to know how things are going for people.</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> We can review plans or communications before they are announced and provide ready access to the grapevine so that it can correct misinformation and counter rumors. This group is to function from now until a new preacher is selected. </span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> It is good to encourage people to participate in this group because of the benefits: to this church in helping during this important time in its growth and to themselves. The members will develop closer relationships with good people. They will learn more about change, loss, transition, and growth during the events in our lives and they will feel satisfaction that they have contributed to the peace, harmony, and development of the congregation. </span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> This group is designed to meet once a month and to give a report to the elders about what people are saying, what people are asking, what people are fearing, and what they are losing. We do not identify the people who make the statements.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;"> We have three items each month.</span></span><br />
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<li><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">Report from the grapevine—what people are saying.</span></li>
<li><span style="font-size: large;"><span style="font-family: Arial, Helvetica, sans-serif;">Read a chapter from William Bridges’ book, </span><i style="font-family: Arial, Helvetica, sans-serif;">Transitions: Making Sense of Life’s Changes</i><span style="font-family: Arial, Helvetica, sans-serif;">, and share a “mustard seed” from it.</span></span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">Tell how you are doing with the transition in this church and with others transitions in your life.</span></li>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> It is my observation that people grow in their understanding of themselves and what is happening in the church. From that, they are able to share their understanding with others. I believe that health is catching as well as disease.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> The concept of a monitoring team and many details are taken from <i>Managing Transitions: Making the Most of Change</i>, by William Bridges, Copyright © 1991, 2003 by William Bridges and Associates, Inc.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;"> To buy these books, click on the links below:</span></span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;"> </span><i style="font-family: Arial, Helvetica, sans-serif;"><a href="http://www.amazon.com/Transitions-Changes-Revised-Anniversary-Edition/dp/073820904X/ref=as_li_tf_til?tag=wwwbarberclip-20&linkCode=w00&creativeASIN=073820904X" target="_blank"><span style="background-color: white; color: blue;">Transitions: Making Sense of Life’s Changes</span></a></i></span><br />
<span style="font-size: large;"><i style="font-family: Arial, Helvetica, sans-serif;"><br /></i>
<i style="font-family: Arial, Helvetica, sans-serif;"> <a href="http://www.amazon.com/gp/product/0738213802?ie=UTF8&camp=1789&creativeASIN=0738213802&linkCode=xm2&tag=wwwbarberclip-20" target="_blank"><span style="color: blue;">Managing Transitions: Making the Most of Change</span></a></i></span>Jerrie W. Barberhttp://www.blogger.com/profile/00330761057485922206noreply@blogger.com0tag:blogger.com,1999:blog-5071953320411479405.post-62658817755027035882014-03-06T14:57:00.001-08:002014-03-07T19:59:45.948-08:00Suggestions and Examples of Good Leaving for a Preacher<div style="text-align: center;">
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">The preacher is leaving.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> It is my thinking that is it helpful for the preacher and the congregation to acknowledge this reality and plan for it. The best time to begin this process is when the preacher comes or earlier – during the interview process. When I was talking with the elders of Berry‟s Chapel during the fall and winter of 1992-1993, I told them that I wanted to do interim ministry in the future. Perhaps this made our relationship better and maybe this was my first interim although I was there fourteen years.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> I did “pre-marital counseling” with one preacher and congregation a few years ago. We talked about him leaving that congregation before he started working with </span><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">them. We discussed how they would treat his wife and children should he die during his time with them. I asked them how they would like to be informed should he decide to move to another work. I made suggestions and we discussed how to apply the golden rule in dismissing a preacher from his work. It is my observation that it is easier to discuss those topics when they have not happened. We lay a foundation of agreements that will be helpful when the change occurs. </span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> The elders at Berry‟s Chapel and I discussed my leaving each year at my evaluation. “Are you still planning to do interim ministry?,” they would ask. In the fall of 2003, they asked if I had a date in mind. They said my contract called for ninety days notice. They wanted more time than that. The elders assured me they were not trying to rush the event but simply wanted us to plan. </span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> After coming up with a transition plan, we announced my leaving during a family meeting June 13, 2004. I was to finish my work the first Sunday of April 2007. In a later announcement, the elders said, “To our knowledge, in the 105 year history of this congregation, there has never been a planned transition. We would like to try it one time and see how it works.” </span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> From my perspective, this worked well. As we were approaching twenty months remaining, my wife and I decided that a visit with each family would be a good way to say good-bye. We started and the beginning and end of the directory and worked toward the middle. We visited 95% of the families in the congregation. These visits were in their homes, our homes, at restaurants, and at the church building. It was a good way to express appreciation for the time we enjoyed with that congregation, to talk about our departure, and the work we planned to do in the future. </span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> During the last six months, I had a “workshop Sunday night” each month. I selected some of my favorite sermons – some that I had preached there before and some that I had not preached – and delivered them. I used some lessons that I had presented at workshops and special services at other congregations. Several people told me that I should have resigned earlier because I was preaching better after I announced my departure. </span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> From time to time, I would mention what I would miss about this congregation and what the time with them had meant to me and my family. This is the time to express gratitude for time shared – not how great the next place is going to be. </span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> The outgoing preacher should finish his work and see that necessary things are covered. It is good to see that the next preacher is provided with information that will help his ministry start well. I delivered a lesson on how to treat the new preachers. Wes Gallagher had recently begun working with the congregation. Andy Baker would be following me in the pulpit. </span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> It is no credit to any preacher and his ministry for the work to go down and the congregation to dislike the next preacher. The leaving preacher can be helpful in preparing for the change. </span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> John the Baptist had the right idea for transition when he said, “He must increase, but I <i>must </i>decrease” (John 3:30). Jesus is a model for preparing for change: “From that time Jesus began to show to His disciples that He must go to Jerusalem, and suffer many things from the elders and chief priests and scribes, and be killed, and be raised the third day” (Matthew 16:21). Although it did not take away the hurt and confusion, when the </span><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">apostles worked though their disorientation and disappointment, they did what Jesus commanded and trained them to do – carry the gospel to the world. </span>Jerrie W. Barberhttp://www.blogger.com/profile/00330761057485922206noreply@blogger.com0tag:blogger.com,1999:blog-5071953320411479405.post-29772173246554379842014-02-03T19:56:00.000-08:002014-02-03T19:56:20.699-08:00How Is Your Preacher Leaving?<div class="separator" style="clear: both; text-align: center;">
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> The present preacher is leaving your congregation. </span><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">A preacher may leave his present congregation in one of four ways:</span><br />
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<li><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">He may leave at the second coming of Jesus when everyone else in the congregation leaves (1 Thessalonians 4:16, 17).</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">Within the next seventy-five to one hundred years most preachers reading this will die.</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">Elders have the choice of making changes.</span></li>
<li><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">Preachers can decide to quit preaching, move to another congregation, or retire.</span></li>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Any of the last three are emotionally and spiritually challenging. I have not observed the first.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Since this event will have an impact on the congregation, the preacher, and his family, I think it is good to think about it, pray about it, and plan for it. I have tried it with and without planning. In my experience, talking and planning are better.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Jesus prepared His disciples for His leaving. “From that time Jesus began to show to His disciples that He must go to Jerusalem, and suffer many things from the elders and chief priests and scribes, and be killed, and be raised the third day” (Matthew 16:21, NKJV). They were upset (Matthew 16:22, 23). They didn’t understand (Mark 9:20–37). They fussed about who would be the greatest in the kingdom (Luke 9:43–48). But he kept telling them (Luke 22:14–23). They continued to get upset with each other (Luke 22:24). He increased the details and words of comfort (John 14:1–6).</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Although Jesus planned and prepared His friends for His leaving, it did not take away the panic and the pain. But after He left earth, they carried out His mission.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Next month, I plan to discuss some suggestions on planning to leave.</span>Jerrie W. Barberhttp://www.blogger.com/profile/00330761057485922206noreply@blogger.com1tag:blogger.com,1999:blog-5071953320411479405.post-57842978767827710162014-01-01T20:12:00.000-08:002014-01-01T20:12:00.962-08:00Your Preacher Is Leaving<div class="separator" style="clear: both; text-align: center;">
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> It has been my observation that churches and preachers do better when there is a long ministry. When they are effective, they get to know each other and the community. They can build relationships that are mutually beneficial.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> I have had the opportunity to visit where the preacher has been at the same congregation for more than a decade. I have had that situation more than once in my years of ministry.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> But at some time, that ministry in that place with that preacher is going to end. I think it is helpful when all involved realize that, talk about it, and plan for the transition.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> One of the frequent ways I hear people dealing with that reality is denial. "We love our preacher. He has been with us twenty-five years and he is never going to leave." "Our preacher is also an elder. He doesn’t want to leave and he has job security."</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> The preacher is leaving. I have known preachers who have been at a church for many years, felt secure, and suddenly found out they were leaving. I have known preachers who also served as elders who left—sometimes by their choice, at other times not by their choice.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Next month, I plan to tell you how he is going to leave.</span>Jerrie W. Barberhttp://www.blogger.com/profile/00330761057485922206noreply@blogger.com0tag:blogger.com,1999:blog-5071953320411479405.post-9464396141472096932013-12-04T18:34:00.004-08:002013-12-05T10:04:50.680-08:00How to Establish Trust<div class="separator" style="clear: both; text-align: center;">
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Several years ago, I was new in a congregation. I noticed a young man asking different people to borrow a dollar. Most people gave him a dollar. I observed this for several weeks. </span><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">One day this young man asked, “Brother Barber, could I borrow a dollar?”</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> I replied, “Why do you need it and when will you pay me back?”. When he answered those questions, I told him I had to sign notes when I borrowed money. He was willing. I wrote the details on two 3 x 5 cards: date, amount, 0% interest, and due date. We both signed both copies. He paid me on the agreed date. I signed his note: “Paid in Full,” and dated it.</span><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> </span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Several weeks later, he asked to borrow $5.00. After satisfactorily answering the questions of why and when, I loaned him the money. He paid me back at the specified time. After some time, he asked to borrow $10.00. With the same procedure, I loaned him the money. However, the Wednesday night before the due date the following Sunday, he came to me with a distressed look on his face. “Brother Barber, I don’t know what to do. I’ve promised to pay you Sunday and I can’t do it. What can I do?”</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> “You have done the most responsible thing you can do. You told me before the money was due. When can you pay me?” He answered, “A week from Sunday.” I explained, “All we have to do is change the due date.” I changed the date on both cards. He paid on the adjusted due date. </span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Several months went by. He asked this time, “May I borrow $20.00?”. After asking “Why” and “When,” I loaned him the money without any worry or doubt. Why? He had been responsible with less. He had showed me what he would do when things didn’t work out the way he had hoped. “He who is faithful in what is least is faithful also in much; and he who is unjust in what is least is unjust also in much” (Luke 16:10, NKJV). </span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> That is my model for developing trust with any person or group. In the beginning, I give only what I can afford to loose. If that works well, I give more. I like to be aware of what happens when things don’t work as planned. I want to watch and learn. What is really happening? Is there consistency? What is the basis for trust? “And you shall know the truth, and the truth shall make you free” (John 8:32). “Now faith is the substance of things hoped for, the evidence of things not seen” (Hebrews 11:1). This is the way to develop trust, or to be aware of distrust–depending on the evidence. It is not a service to me or others to give what I can’t afford to lose or to cast my “pearls before lest they trample them under their feet, and turn and tear you in pieces” (Matthew 7:6). On the other hand, it is good to be able “to give a defense to everyone who asks you a reason for the hope that is in you, with meekness and fear” (1 Peter 3:15). This process of developing and evaluating confidence is helpful in courtship, in considering a preacher or a church, in potential friendship, or in business.</span>Jerrie W. Barberhttp://www.blogger.com/profile/00330761057485922206noreply@blogger.com0tag:blogger.com,1999:blog-5071953320411479405.post-32814571841322055302013-10-31T15:39:00.000-07:002013-11-05T06:38:59.103-08:00Preacher Checking References on a Church<div style="margin-bottom: 12px;">
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<a href="http://3.bp.blogspot.com/-vyVM85p249g/UnLWcLQusBI/AAAAAAAAAcQ/ixxhdeOehaw/s1600/Resume+500.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="266" src="http://3.bp.blogspot.com/-vyVM85p249g/UnLWcLQusBI/AAAAAAAAAcQ/ixxhdeOehaw/s400/Resume+500.jpg" width="400" /></a></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> ...read the previous three blog posts on checking references on prospective preachers.</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Several years ago, an elder from a church searching for a preacher asked me to send a résumé, three tapes, and three references. I told him I would be glad to do that. I then asked him to send me the average attendance and contribution for the past five years, three tapes, and three references.</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> He asked, “Why do you want me to do that?”</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> I asked, “Why do you want me to send my information?</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> He said, “Because we don‟t know you.”</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> I replied, “I don‟t know you. I need that information for the same reason.”</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> I call this, “equalizing the pressure.” The examination phase should not be one</span><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> </span><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">way. A successful try-out is determining if we fit, not getting the invitation to come. If we talk and find out we do not fit and do not work together, we are just as successful as when we talk and determine we fit and decide to work together.</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> I like to interview the preachers for past twenty years, secretaries, members, members who left the congregation happy, members who left the congregation unhappy, and preachers for congregations in area.</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> I prefer talking in person. Often that is not possible or practical. If not, I call, tell my purpose, and ask for a telephone appointment. I ask for up to an hour of their time, determine when it is convenient, and call back. I establish a rule of confidentiality and proceed to learn what I can that will be helpful in assessing my fit with this congregation.</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Questionnaire guidelines that I have used:</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span style="color: #0b5394;"> </span><a href="http://www.barberclippings.com/resources/Staff%20Interview.pdf" target="_blank"><span style="color: blue;">Staff questionnaire</span></a></span></div>
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Jerrie W. Barberhttp://www.blogger.com/profile/00330761057485922206noreply@blogger.com0tag:blogger.com,1999:blog-5071953320411479405.post-69344616206648287012013-10-02T11:35:00.001-07:002013-10-02T11:35:33.535-07:00What Do I Ask in Checking References on a Preacher?<br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> In my opinion, the minimum of checking references should be a detailed time of questioning the references listed with at least three more references that the person did not list. I like a guideline: <i><a href="http://barberclippings.com/wp-content/uploads/2011/02/Reference-Form.pdf" target="_blank"><span style="color: #0b5394;">Preacher Reference Form</span></a></i> . This helps my thinking and gives uniformity when more than one person is checking references. I adapted this one from the <i>Minister Transition Packet </i>prepared by Dr. Charles Siburt. I recommend that churches and preachers considering transition get a copy of this book assembled in a 3-ring binder and read it from cover to cover. It is the wisdom and forms from many books, congregations, and individuals and contains ideas that will help discern how to handle a change. You can order this material: <i><a href="http://www.acu.edu/siburt-institute/resources/transition_packet.html" target="_blank"><span style="color: #3d85c6;">Minister Transition Packet</span></a></i> . There is also one prepared for selecting youth ministers. Order from this email: </span><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><a href="mailto:cyfm@acu.edu">cyfm@acu.edu</a> .</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Churches can prevent much heartache by doing adequate checking of references, background check, and credit check. A man with nothing to hide will not mind. Jesus said, “And you shall know the truth, and the truth shall make you free” (John 8:32). I want to listen to the person’s strengths. I have noticed some. That’s the reason I am following up. I want to hear about his weaknesses. If the reference doesn’t know or tell at least one weakness, I discount the reference. He may not know the person well enough to know his weaknesses. He may not want to tell. I want to know to determine if we can live with what we don’t like about each other. One of the questions that has been very productive for me in checking references is the <i>Golden Rule Question</i>: Matthew 7:12 – "If I were in your place and you were in mine, what would you want me to tell you?" </span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Next month, I plan to discuss preachers checking references of churches.</span><span style="font-family: Times New Roman; font-size: 11.5px;"> </span>Jerrie W. Barberhttp://www.blogger.com/profile/00330761057485922206noreply@blogger.com0tag:blogger.com,1999:blog-5071953320411479405.post-91136285274723954802013-09-02T16:18:00.002-07:002013-09-02T16:21:03.573-07:00Am I Aware of What I Don't Like?<br />
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<a href="http://4.bp.blogspot.com/-f9i1vjj_9RI/UiUcxbXNUCI/AAAAAAAAAbg/O80Z4rS7GvY/s1600/Pros+and+Cons+e.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="265" src="http://4.bp.blogspot.com/-f9i1vjj_9RI/UiUcxbXNUCI/AAAAAAAAAbg/O80Z4rS7GvY/s400/Pros+and+Cons+e.jpg" width="400" /></a></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> We get married, move to a new congregation because of what we like–the perfection we perceive in the new partner. People get a divorce, fire the preacher, move looking for greener pastures, because of what they don’t like.</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Some of this should come out in the interview process. If everyone is looking for the truth–not just a preacher or a job–we will be able to share our strengths and weaknesses. We can then talk about how and if we can live with our differences. Another way to get to that part of the truth–and to check the information you have already received–is through checking references. </span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Usually a prospective preacher is asked for references. It is my experience and observation that references are not often checked. “Anybody can find three people who will say good things about them.” And when they are checked it is often done poorly. I receive several calls a year from people wanting to know about someone interested in a position in a church or business. Often the question is, “What can you tell me about this person,” with little or no follow-up. </span></div>
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Jerrie W. Barberhttp://www.blogger.com/profile/00330761057485922206noreply@blogger.com0tag:blogger.com,1999:blog-5071953320411479405.post-70207161270015509232013-07-31T20:04:00.000-07:002013-07-31T20:04:36.116-07:00Checking References on a Prospective Preacher (What Do You Not Like and How Will You Put Up With It?)<br />
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<a href="http://1.bp.blogspot.com/-tGLy1RtoRKQ/UfZvbmISzsI/AAAAAAAAAbQ/4cfO6uT6yG0/s1600/Couple+in+Conflict.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="265" src="http://1.bp.blogspot.com/-tGLy1RtoRKQ/UfZvbmISzsI/AAAAAAAAAbQ/4cfO6uT6yG0/s400/Couple+in+Conflict.jpg" width="400" /></a></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> One of the questions I enjoy asking in pre-marital counseling: “What is it about you future wife/husband </span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Then we have a discussion about looooooooooooooooooooooong-suffering. Longsuffering means suffering a long time. </span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> I don’t believe a couple is ready to get married until they know – both what they like AND what they don’t like about each other and how they will put up with it. I also think the same principle is true of a preacher and a congregation. </span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">...to be continued...</span>Jerrie W. Barberhttp://www.blogger.com/profile/00330761057485922206noreply@blogger.com0tag:blogger.com,1999:blog-5071953320411479405.post-31684650900778484552013-07-01T14:21:00.000-07:002013-07-01T14:21:14.742-07:00Criticism Is and Will Be<br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">I can be defeated by criticism by:</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">1. Rejecting it all. This assumes that I am the smartest, wisest person on earth. There is no one who knows as much-and certainly not more than I do. No one could tell me a better way to think or act. Therefore, I do not need to hear a critic. And if anyone should have one small bit of information different from what I have already thought (and I doubt if they do), they must come with the best attitude (judged by me), with the right tone of voice, at the right time, and acknowledge that I am probably right. Moreover, if I am not right on this issue, I am right on everything else.</span><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> </span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">2. Accepting it all. Everyone knows more than I do. All people are wiser than I am. Any time any one tells me a better way to think or act, I must comply with his or her wishes. After all, I have few goals in life. My main one is to please everyone all the time. That's not asking much. Therefore, when anyone criticizes me, I will immediately take that person's advice. I will comply with his wishes.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> There is at least one more choice. I can listen to what others say. I can thank them for their concern. Anyone who finds salmonella or E. coli in my refrigerator and tells me is my friend-not my enemy. Anyone who criticizes has some concern, some connection to me.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> After I have listened, I can think. I can evaluate. I can decide if the comments were helpful, hurtful, or neutral. I can choose to accept, reject, or ponder the comments. I am not obligated to accept, refuse, defend, or refute. I can think and act appropriately. When I have remembered to do this, I become less anxious and wiser.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Charles Reynolds Brown, dean of Yale Divinity School, commented, "The man who does not know, and does not know that he does not know and is not willing that anyone should tell him that he does not know, had better not enter the ministry-he had better raise sweet potatoes "<i>Education for Christian Service</i>, "The Training of a Minister," page 11).</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">For a longer discussion of this subject, select the CD: <i><a href="http://barberclippings.com/publications/" target="_blank">How to Accept, Invite, and Enjoy Criticism</a></i> .</span>Jerrie W. Barberhttp://www.blogger.com/profile/00330761057485922206noreply@blogger.com0tag:blogger.com,1999:blog-5071953320411479405.post-63821945937086745372013-06-03T20:13:00.000-07:002013-06-03T20:13:20.705-07:00Leaders Are Criticized<br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">…continued from last month...</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> The children of Israel wanted a recall on Moses and Aaron. When Joshua and Caleb concurred with their leadership, the congregation wanted to stone them (Numbers 14:1-10). Paul was criticized. "For his letters," they say, "are weighty and powerful, but his bodily presence is weak, and his speech contemptible" (2 Corinthians 10:10, NKJV). In our language: "He is ugly and he can't preach." Jesus was criticized. He was called a glutton and a wino (Matthew 11:19). "He has a demon, and is insane" (John 10:20, ESV). On one occasion, His own people said, "He is out of His mind" (Mark 3:21, NKJV). If Jesus and Paul were not good enough and effective enough to escape criticism, even from those close to them, Jerrie Barber will be criticized.</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> If that is true, I have some choices. I can play the game of "Ain't it awful" and wish that it would go away. I can get angry and defensive and blame the criticizers. I can feel rejected and depressed because everybody doesn't appreciate how hard I work and how dedicated I am. Or I can accept reality: lightning rods attract lightning. Lightning rods process strong surges of electricity. A bolt of lightning can travel 37 miles per second and reach a temperature of 54,000 degrees F. The lightning rod accepts the power and transports it to the ground to keep the house over which it is watching safe.</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">…to be continued...</span></div>
Jerrie W. Barberhttp://www.blogger.com/profile/00330761057485922206noreply@blogger.com0tag:blogger.com,1999:blog-5071953320411479405.post-47650843170508853352013-05-01T09:15:00.005-07:002013-05-01T09:19:54.976-07:00Are You a Lightning Rod or a Knicknack?−Attitude Toward Criticism<br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> During the early years of my ministry, I didn't want criticism. I was scared of criticism. When someone told me what they didn't like, I felt rejected, mistreated. Twenty-one years after I started preaching, it was brought to my attention that criticism is a given. People thought it. I had the choice of knowing what others think and evaluating whether it is helpful or not helpful or of letting people know that I don't want it. If I choose that, my friend told me, "They won't tell you their criticisms until they are ready to fire (divorce, leave, reject) you."</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> As I have reflected on that conversation on a Monday afternoon in 1982, I have thought about the absurdity of my original attitude toward criticism. When a person accepts a position of leadership (elder, deacon, preacher, teacher, parent, Christian), he or she is accepting an opportunity of being in front and calling others to a higher plane. My picture is that of a lightning rod. The encyclopedia says that a lightning rod is a "metallic rod (usually copper) that protects a structure from lightning damage by intercepting flashes and guiding their currents into the ground. Because lightning tends to strike the highest object in the vicinity, rods are typically placed at the apex of a structure and along its ridges; they are connected to the ground by low-impedance cables" (<a href="http://www.britannica.com/eb/article-9048229/lightning-rod">http://www.britannica.com/eb/article-9048229/lightning-rod</a>).</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">...to be continued...</span></div>
Jerrie W. Barberhttp://www.blogger.com/profile/00330761057485922206noreply@blogger.com0tag:blogger.com,1999:blog-5071953320411479405.post-19585647153517344552013-04-21T20:57:00.000-07:002013-04-21T21:47:22.333-07:001 Timothy 2:1, 2<br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Sunday in Bible study we discussed 1 Timothy 2:1, 2: "Therefore I exhort first of all that supplications, prayers, intercessions, and giving of thanks be made for all men, for kings and all who are in authority, that we may lead a quiet and peaceable life in all godliness and reverence" (NKJV).</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> I reflected on the emails I receive and the posts on Facebook relating to our officials—many containing insults and criticisms (some true and some false according to Snopes.com and Hoaxbusters.org). I don't see that rehearsing their faults is helping me to have a more quiet and peaceable life.</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> I have decided this week to do what Paul said for officials: make supplications, prayers, intercessions, and giving of thanks. It may not change our president, the congress, the Supreme Court, or a constable in the county. But it could change me if I reflect every day during my prayer for them that they are ultimately not in control of this country or the universe.</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> God is involved in the selection of rulers.</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">"And He changes the times and the seasons; </span> <span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">He removes kings and raises up kings; </span> <span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">He gives wisdom to the wise a</span><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">nd knowledge to those who have understanding" (Daniel 2:21).</span></blockquote>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> God called Nebuchadnezzar the king of Babylon, "My servant." Our Father has and can use evil people to accomplish His will.</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Paul tells me to obey governing authorities and honor them (Romans 13:1-7).</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> This week I plan to do this. The worst of my government officials are probably much better than the Caesar ruling Paul when he wrote the book of Romans.</span></div>
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Jerrie W. Barberhttp://www.blogger.com/profile/00330761057485922206noreply@blogger.com1tag:blogger.com,1999:blog-5071953320411479405.post-6909851984828178492013-04-03T21:09:00.002-07:002013-04-03T21:09:53.881-07:00Evaluation Should Be Mutual<div class="separator" style="clear: both; text-align: center;">
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Obviously, elders have the oversight of a congregation which includes the preacher and other people on staff as well as the rest of the congregation (Acts 20:28). A supervisor has the responsibility of the effectiveness of those under his or her leadership. However, a position and title of oversight does not carry with it infallibility. </span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Evaluators need to be evaluated. Christians are to honor and express appreciation to the leaders (1 Thessalonians 5:12, 13). As members we are not to accept and believe frivolous, unfounded, derogatory comments about elders (1 Timothy 5:17). But if they continually and rebelliously miss the mark with no indication of correction, they are to be publicly censured (1 Timothy 5:18). If that is true, some discussion before that serious reprimand would be following the Golden Rule (Matthew 7:12). </span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> Evaluation isn’t a negative word. It includes both corrective and positive observations—all for the good of everyone. When we tell the truth about each other, we are free to improve, continue, adjust, or reply to gain a better understanding and relationship. “Joshua the son of Nun, who stands before you, he shall go in there. Encourage him, for he shall cause Israel to inherit it” (Deuteronomy 1:38) “But command Joshua, and encourage him and strengthen him; for he shall go over before this people, and he shall cause them to inherit the land which you will see” (Deuteronomy 3:28). “Let another man praise you, and not your own mouth; a stranger, and not your own lips” (Proverbs 27:2). “Preach the word! Be ready in season and out of season. Convince, rebuke, exhort, with all longsuffering and teaching” (2 Timothy 4:2). “And let us consider one another in order to stir up love and good works” (Hebrews 10:24). </span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> This principle has tremendous implications. Think of how relationships between husbands and wives, parents and children, elders and congregations, teachers and students could be improved by invited, truthful, regular, and mutual evaluation.</span></div>
Jerrie W. Barberhttp://www.blogger.com/profile/00330761057485922206noreply@blogger.com0tag:blogger.com,1999:blog-5071953320411479405.post-47155088338462069542013-03-05T14:30:00.000-08:002013-03-05T15:35:33.461-08:00Time of Evaluation: Regular, Often, Scheduled, and Unscheduled<div style="text-align: justify;">
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>Annual reviews can be very helpful. However, for a good relationship, that is not enough. There can be an understanding that we will always be honest and open with each other. That is ideal. But I believe it is good to schedule periodic times to talk. When I supervised secretaries, between annual written evaluations, we scheduled quarterly evaluations. This was an appointment when we talked about any material or equipment that we needed, what was good, what needed improvement, and the number of sick and vacation days available for the rest of the year. Although we saw each other and talked daily, unless we scheduled time to talk about what needed correcting, improving, or repeating, we didn’t talk about it.</span><br />
<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><br /></span><span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"><span class="Apple-tab-span" style="white-space: pre;"> </span>My agreement with a secretary was that there would be no surprises or negative comments during the evaluations. If they needed to do something differently—if I was unhappy with anything about their job performance, I would let them know within forty-eight hours of the event. I would not want a supervisor to save up mistakes that I have made for a year and deliver them to me at an annual review. I was committed to follow that principle.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">...to be continued...</span>Jerrie W. Barberhttp://www.blogger.com/profile/00330761057485922206noreply@blogger.com0tag:blogger.com,1999:blog-5071953320411479405.post-83900965019570933262013-01-31T21:43:00.000-08:002013-01-31T21:46:44.757-08:00Basis of Evaluation: Truth<div class="separator" style="clear: both; text-align: center;">
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> If I really want evaluation, I need to be ready to hear my weaknesses as well as my strengths. That can be painful, but helpful. “Open rebuke is better than love carefully concealed. Faithful are the wounds of a friend, but the kisses of an enemy are deceitful” (Proverbs 27:5, 6, NKJV). </span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> A youth minister was told by an elder that he was doing a good job and was “right on target.” Within two weeks, during an elders’ meeting, he was told that his services were no longer needed. There was no explanation. Ultimate evaluation—firing—with no reason denies the person the opportunity to learn and to understand.</span></div>
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<span style="font-family: Arial; font-size: large;"> Even during those difficult times, where there is to be stern rebuke or a parting of the ways, it is good to speak truth in love. When the elders are firing the preacher or the preacher is firing the church, it is good to be truthful and kind.</span></div>
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<span style="font-family: Arial; font-size: large;"> Ephesians 4:29 is good advice: "Let no corrupting talk come out of your mouths, but only such as is good for building up, as fits the occasion, that it may give grace to those who hear"
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<span style="font-family: Arial; font-size: large;">...to be continued...</span>Jerrie W. Barberhttp://www.blogger.com/profile/00330761057485922206noreply@blogger.com0tag:blogger.com,1999:blog-5071953320411479405.post-24349986048383289202013-01-02T05:00:00.000-08:002013-01-02T11:28:38.311-08:00Expectations of Evaluation<div class="separator" style="clear: both; text-align: center;">
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> The time to begin effective evaluation is in the beginning of the relationship. I have found it helpful to have this included in the contract-job description. For the last thirty years of my ministry, I had it in two places in the agreement. A general statement of evaluation: “The elders and preacher agree to be able to disagree as well as agree and to deal with each other honestly, openly, responsibly, and with respect. This will include regular evaluation of our relationship, giving both strong points and weak points that need improvement.” <a href="http://www.barberclippings.com/resources/Contract--Example.pdf">page 4, item # 1 of Preacher-Church Agreement</a> A second statement of the desire for evaluation is found in the financial agreements: “A merit raise will be considered each year and discussed as to why it is being given or not given.” <a href="http://www.barberclippings.com/resources/Contract--Example.pdf">page 3, item # 5 of Preacher-Church Agreement</a> I not only wanted monetary reward for my work but I also wanted to know what I was doing well and what needed to be improved.</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> My experience has been that the clause in the contract does not guarantee evaluation. In one congregation, the elders scheduled an annual evaluation on the anniversary of my work with them every year. In another congregation, I waited two weeks after the designated time and reminded them of our agreement and they did it. I am 100% responsible for communication. Part of the evaluation process is to remind the evaluators if they forget about the evaluation. It could also be interesting to evaluate why one or both parties are reluctant to evaluate.</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;"> When part of my job description was to supervise the secretary, the contract read: “The secretary agrees to relate to the staff in a healthy way: to be able to disagree as well as agree and to deal with others honestly, openly, responsibly, and with respect. This will include regular evaluation of our relationship, giving both strong points and weak points that need improvement.”</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif; font-size: large;">…to be continued...</span>Jerrie W. Barberhttp://www.blogger.com/profile/00330761057485922206noreply@blogger.com0