Note: To find your region and view regional office and contact information,
use the Region Map.

Department of Regional Ministries
What Regions can expect from the department of Regional Ministries

• On site consultation for regional executive minister search committees from start to finish, including committee selection, orientation, data gathering, interviewing, and recommendation of candidate.

• Individual and small group orientation for all new executive and area ministers.

• Resources for board assessment and development including on site assistance as requested for regional board envisioning, priority setting, and training of responsibilities.

• Continuing education assistance and personal development coaching as requested.

• Staff development resources including on site team building in such areas as MBTI scoring and interpretation, stages of team development, values clarification, organizational culture assessment, branding, etc. 

• Performance appraisal resources including sample processes and documents, interpretation of instruments (such as Emotional Intelligence, Lominger Leadership Architect, etc.) as well as on site consultation with the appropriate personnel or executive committee.

• Monthly e-topic resources on leadership development, church vitality, and other topics of regional interest.

• Online resources and downloads including all on site presentations.

• Crisis management and problem solving assistance.

• Regular updates on trends impacting local churches and judicatories.

• Assistance with REMC and GEC meetings regarding speaker requests, agenda setting, logistics, etc.

• Regular personal contact.
  
   

1. Promote understanding of the identity of the region both within and externally. This task may take many forms of have many levels including:
   1. The identification of core values
   2. The establishment of norms of behavior
   3. The inclusion of marketing or branding activities

2. Articulate the future vision of the region. The vision of the region (which should be adopted by the board or delegates) may also take many forms or have many levels, including:
   1. Vision and Mission statements
   2. Statement of purpose
   3. Set of priorities
   4. List of goals
   5. Image or picture of the future

3. Implement the vision by working in concert with the staff, board, and volunteers (see handout related to the roles of staff and board). Most visions will include:
   1. Internal component: strengthening the local congregations and pastors to meet the needs of their communities
   2. External component: promoting shared ministries in order to meet needs beyond the reach of any single congregation or pastor.
   3. Funding component

4. Provide pastoral care and placement assistance for clergy as needed

5. Develop the staff team through
   1. Leadership development
   2. Team formation and development
   3. Performance appraisal processes based upon their contributions to vision implementation.

6. Resolve conflicts (using legal and expert advice as needed) that threaten to limit the implementation of the vision. Internal conflicts among congregations or among the staff may or may not threaten the overall vision. If they do not, the resolving of those conflicts would fall under one of the above categories.

7. Celebrate achievements of the region and its congregations.

8. Read, scan, and learn about new opportunities for the region and its ministries.

9. Provide a linkage between the region and other entities such as ABCUSA, Councils of Churches, etc.