Ministry Leadership Teams

Ministry Leadership Teams are there to:

• listen to and discern God’s will for the ministry and mission of the local church;
• enable Christians in the community to identify, resource and develop their ministry;
• discover sustainable patterns of ministry to support God’s mission in the world.

Why collaborative leadership? 

Leadership requires different styles for different task and stages in a church’s life that aren’t found in one person alone.

Listening to God and discerning the future for a parish and community is a shared activity dependent upon a range of experience.

Solitary leadership is frequently a recipe for dryness and burnout whereas shared leadership generates energy and freshness.

The purpose of collaborative leadership is:

• to ‘transform’ people and organisations  – to change them in mind and heart;
• to develop sustainable and relevant patters of ministry and mission in the local church;
• to identify, nurture and support Christians in exercising their ministry.

Core principles of MLT

MLT is not a blueprint, nor even a model, but a set of principles based on good practice

1. The commitment of the whole local church to collaborative ministry.
2. A team that has been called out, not merely representative, and committed to one another.
3. Responsibility devolved to it by the PCC (DCC) for developing a strategic, mission-focussed, sustainable, collaborative pattern of ministry.
4. Commitment by the MLT to learning and training through a diocesan appointed mentor and a diocessan learning programme.
5. Commissioning by the Diocesan Bishop representing a partnership between MLT and diocese.

Responsibilities of the PCC in relation to the MLT 

• Sets the overall parish policy and within that the area of work, task, timing and priorities it wishes to delegate to the MLT.
• Discerns suitable people for the MLT from the longer list compiled by the congregation.
• Informs the MLT as to the respective areas over which it wishes to be informed, consulted and to decide.
• Supports, encourages and meets occasionally with the MLT about its work, experience and concerns.
• Is responsible for the financial support of the work spearheaded by the MLT.

The MLT & the parish(es)

The following are indicative ways in which MLTs might function. Whatever the structures, members of MLTs should be appointed as a result of a ‘calling out-discernment process and not on the basis of representing particular churches, roles or constituencies.
 

Single benefice parishes:

Multiple benefices or parish clusters:

In some multiple benefices, not all parishes will be involved in an MLT; in others all parishes may wish to be involved even though not all the parishes may have people who have been ‘called out’ on the MLT.

New parishes joining an existing benefice:

A church with a church plant or other ‘new expression’ of church  :

Where a church has multiple areas of ministry and perhaps  ‘fresh expressions of church’ they may need an MLT for each of their semi-separate congregations. It is expected that normally the incumbent would be a member of the additional MLT.

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MLT requirements 

Membership:

• Proven or potential leadership, having a vision for the future shape of the local church.
• Openness to new learning, with a willingness to reflect.
• Some roots in the stories and ethos of the parish and community.
• Having the confidence of the congregation and reflecting the diversity of the local church.
• Commitment to ministry to the un-churched and to 'new expressions of church'.

Size: Influenced by the strength of support for those ‘called out’ but usually between 6 and12.

Duration: An initial life of 5 years after which there will be a review. No member would serve for more than 10 years.

Frequency: Not less than once a month.

Shape: Learning, listening to God, reflecting theologically.

The Mentor

The mentor’s role is to:

1. Assist the MLT to make the connection between the learning in the individual group and the learning implications of the diocesan programme;
2. Guide and support the new team in establishing good working and team building practices;
3. Hold the team to its purpose;
4. Support the ministerial development of the team members individually as well as part of the team;
5. Act as a safeguard against collusion, denial and parochialism;
6. Available to act as consultant to the group as and when required, after the commissioning of the MLT.

The mentor normally attends alternate meetings for the first two years.

MLTs and financial implications for parishes

The diocese meets the cost of recruiting and supervising MLT mentors and diocesan training. MLTs are invited to make a contribution towards the cost of room hire and refreshments for diocesan training meetings.

Stages in Exploring and Establishing an MLT

1. Enquiry The precondition for an MLT is that the local church is committed to engage collaboratively in the ministry and mission of the church. Enquires should be made to the MLT convener.
2. Exploration The parish may wish to invite the MLT convenor to meet a small group of church officers and then to the PCC. Members of an existing MLT may be asked to tell their story, either to the PCC or, preferably, to a congregational day or open evening event. It is vitally important for the whole parish to catch the vision of the ministry of the whole people of God.
3. Decision The PCC will usually make a decision after a lengthy period of reflection. The decision should be seen as a new and exciting development for the church as a whole.
4. Preparation A careful programme of preparation over several months to equip the congregation to take a full part in the calling-out/discernment process. Unless the parish is clear about its own role, it may be resistant to the MLT.
5. Discernment/calling out of the MLT Ministry, and especially ministry leadership, arises in answer to a call that comes from God which is tested and recognised by other people. (Parishes should have completed this stage by July in order for the MLT to begin its formation and learning programme in September)
   1. The whole congregation should be involved in putting forward the names of people they think suitable in strict confidence
   2. The PCC evaluate the list of names
   3. A ‘sifting group approach potential MLT members people individually
   4. The final list is presented to the PCC, which is asked to accept or reject the names en bloc.
6. Initial training (After completion of the year there will be a review of the MLT to establish whether the members are all willing to serve etc.)

   Autumn	Spring	Summer
   Working well together as: The development of teams and relationships Patterns of spirituality for teams Growing discipleship for Christian leaders	Where are we now: Analysis of context and culture Where do we discern God wanting us to go Doing theology/theological reflection	Making the journey: Models of transformational leadership Leading people through change Decision-making and strategic planning Developing communication

7. Commissioning When the MLT has satisfactorily completed the first year of its formation and learning, the Diocesan Bishop commissions the MLT and the whole parish in the local church.
8. Ongoing support After the commissioning the MLT will be expected to attend three, termly, training sessions
9. Review In the fifth year of the MLT there is a review of the effect of the MLT on the parish as a whole, prior to any recommissioning.

For further information about the background of Ministry Leadership Teams, please see the report to the Bishop's Council from the Patterns of Ministry Working Party (March 1997): www.coventrydiocese.org/upload/file/ministry/Patterns of Ministry Report.pdf

In March 2008 Paul Wignall of Golden Apple Associates conducted an independent review of collaborative ministry in the Dioces of Coventry 1998-2008.  His report can be read in full here www.coventrydiocese.org/upload/file/finalreport020308.pdf