Long Range Planning Committee News

The Future of GUUF:

Okay, so now what?

An update on the Long Range Planning Committee

By Ned Cooney, Committee Chair

Over the several years, the GUUF Long Range Planning Committee (LRPC) has focused on a major strategic question: Should we hire a staff person to support our present and future needs? Chairperson Sandy Gray led a great team of members through a detailed and thoughtful discussion of what this decision meant for the Fellowship. We owe him and the other LRPC members a hearty "thank you" for a job well done.

Now that the decision has been reached and a search committee is hard at work, it is time for the Long-Range Planning Committee (LRPC) to refocus on the broader issues facing the Fellowship. The LRPC will need to craft a future vision for GUUF, and devise the strategies to get us there. This process will involve input from the Fellowship as we draft a document for consideration of the whole.

Our planning will encompass:

· Membership growth (in light of increasing population in the Flathead)

· Facility needs

· Marketing and outreach to the broader community

· Financial needs

· Other issues affecting the future health of the Fellowship

Watch this, the LRPC web page for more information as the year unfolds. If you're interested in being a part of our future planning, or just have some thoughts and you'd like to put in your two cents, please e-mail Ned Cooney or call at 212-7242.

SUMMER 2005 UPDATE

By Ned Cooney, Chair, Long Range Planning Committee

At the GUUF Annual Meeting in May, the Fellowship met to vote on the options for hiring a staff person. With the majority deciding to support the hiring of a part-time minister, the real work now begins!

A Search Committee has been formed, with Betsy Kohnstamm as chair. A letter was sent to all current GUUF members to invite their participation on the Search Committee. The group will be responsible for all aspects of the process as prescribed by the UUA, including assembling the packet of information to be sent to prospective candidates; announcing the position on UUA websites; screening and interviewing candidates; arranging for "guest" sermons at other Montana congregations to allow the committee members to preview the candidates; and finally, the committee will select a final candidate to be put forward to the Fellowship for a vote. At the end of the process, a 90% affirmative vote of GUUF members will be required to issue the call to the final candidate. If the candidate does not reach the 90% threshold, we will need to start the process over again. This stringent requirement is meant to ensure broad congregational support for a new minister.

Overall, the process will take about a year from this Fall. According to the UUA, Search Committee members, on average, will put in about 250 hours of volunteer time. During the process, strict confidentiality will be maintained to ensure the process is removed from outside influences (confidentiality is also important to protect the privacy of potential candidates, some of whom may be choosing to leave their current congregation).

As the Search process goes forward, it is time for the Long-Range Planning Committee (LRPC) to refocus on the broader issues facing the Fellowship. The decision to hire a staff position was an appropriate focus for the committee, but now that the Search Committee is starting its work, the LRPC will need to revisit the future vision for GUUF. Our planning should encompass:

Membership growth (in light of increasing population in the Flathead)
Facility needs
Marketing and outreach to the broader community
Financial needs
Other Issues affecting the future health of the Fellowship

Watch this page for more information as the year unfolds. If you're interested in being a part of our future planning, please contact Ned Cooney at nedresource@yahoo.com or at 212-7242.

How we got to this point

Note: below is an extended version of the "Growth Committee" article in the March-May 2005 newsletter. Detailed notes from planning workshops on January 23, 2005 and February 19, 2005 are included below this article. This page will serve as an "archive" of sorts as the Search Committee begins its work.

What will GUUF look like in the future? How would the addition of a staff person contribute to the growth and development of the Fellowship? These are the very questions being confronted by the Growth Committee, and the Fellowship as a whole, as we consider options for the addition of a staff person (however that ends up being defined). The Growth Committee is focused on building participation and consensus as this process unfolds, with special sensitivity to maintaining the unique character of GUUF.

Several meetings have taken place in the last few months tackling this issue. Early January saw the visit of Ellen German, District Executive from the UU Mountain/ Desert District, who discussed the process of hiring a staff person with the Growth Committee. Ellen provided oversight of the recruitment and hiring process as it works in the UU denomination, and also described the possibilities for support from the district for guidance and technical assistance to help us make a wise decision.

Ellen's insight into the process was helpful and led the Committee to decide to gather the input of the Fellowship at the following Sunday's meeting. Member Ned Cooney volunteered to lead the congregation through a visioning process focused on the possible addition of a staff position. The Fellowship was asked to dream about what success looks like to them as individuals as we imagined a time, five years in the future, when the consensus was that hiring a staff person was the best thing we had ever done for GUUF.

Several ideas emerged from new and veteran members alike for the role of a staff person, including:

· Expanding outreach to the wider Flathead Valley (becoming a "known voice" for social issues in the region).

· Providing supportive leadership to the "spiritual quest" of our congregation, while maintaining the lay-led character of our services.

· Building on our current success, including an expanded music program and visitation of the sick and homebound GUUF members.

· Supporting the educational needs of the Fellowship (active Junior/Senior High programs, and new opportunities for adult education).

· Handling daily administrative tasks ("someone answers the phone").

· Managing the facility and fundraising duties (such as developing an endowment fund, or building a separate kitchen facility).

Concerns were also discussed, including the danger of losing the current "flavor" of the lay-led congregation and having unrealistic expectations for a part-time position. Discussion was lively and involved, but an emerging consensus was evident: While there are many different ideas and feelings about the addition of a staff person, everyone is committed to the health of GUUF and is willing to engage in a positive, open-minded dialog about the future.

On Saturday Feb. 19th members of the Growth Committee and other GUUF members joined Carol Rosine, a visiting minister from the First Universalist Society in Franklin, Massachusetts. Carol agreed to help the group answer the question, "Where are we as a congregation?" She led the group through a helpful discussion of what is working in the Fellowship, and what areas need improvement. Her guidance helped clarify many of the benefits and concerns in moving a UU Fellowship from a completely lay-led model to one involving professional staff.

Notes from January 23, 2005 GUUF Community Meeting

Visioning Questions

What would GUUF have accomplished over a five year period in part because we hired a staff person?
How has the Fellowship changed?
How is the membership different?
What kinds of volunteer positions have evolved?
How has the financial condition of the Fellowship improved?
What about the involvement of children--how are they engaged in the Spirit?
How are the day-to-day administrative needs of GUUF handled?
How do we provide caring and support to each other, and to the community?

GUUF Member & Friends Responses: What Victory--Success--looks like

Known Voice/Strong Identity/More Unified Social Action
Someone Answers the Phone
New or Expanded Building with a Dedicated Sacred Space
Still Lay-Led but More Dynamic and Creative
New Energy--More Engaged Sense of Community--A Healthy, Extended Family
2-3 times the current Membership Count
"Liberal" Voice in the Valley
Outreach to Wider Community
Coming Though Decision Making Process Together
Active Junior and Senior High Education Programs, interacting at Interstate Level with other UU's
Strong Music Program with Choir
Caring Ministry Engaging All Members
Build Endowment Fund with Planned Gifts
Spiritual Quest has Leadership
All Administrative and Organizational Details Coordinated
Specific Dynamic Vision
More Adult Study Options
Separate Kitchen Facilities
Large Pool of Religious Education Volunteers
Outreach to Gay/Lesbian Community
Financially Healthy--Enough to Support Activities in the Long Term Future
Combined Staff/Lay-Led Ministry (Visiting Ill People, etc.)
More Guest Lecturers and other Programs from Outside
Wider Range of Options to Engage Membership
Thoughtful, Informed Point Person
Same Number of Committees, More Volunteers
Interaction with Other Congregations

Concerns and Issues About Change and Growth

Money--Finances to hire/sustain staff position
Could lose the "Challenge" of the Current Way of Doing Things--Don't hire out the Positive Experience (leading services, Etc.)
Could lead to "Creeping Passivity"
Personality conflicts
Expectations too high?
Difficult to recruit part time person
Division between lay leaders and professionals
Getting more formal could turn people off
Danger of "Burn Out"--Must Spread Work Among More People
Must maintain open mind about change--Explore Possibilities
Must support RE Volunteers (Critical Need)--Could have 2 Services?
People--Voice concerns and find new positives--Attitude of Compromise
New Ways to Encourage Involvement=New Model including Staff (Organic Solution will Grow from Small Group)
Maintain ways to continue making newcomers feel comfortable
Balance the Maintainers vs. Growers
Focus on retention of current members

Notes From Long-Term Planning Committee Workshop

February 19, 2005

Facilitated by Carol Rosine, UU Minister

First Universalist Society, Franklin, Massachusetts

Purpose of Workshop: to assess the potential gains and losses associated with growth of the Glacier Unitarian Universalist Fellowship

Topic 1: Why is this Fellowship Important to us?

Responses:

· Enriching Programs

· Safe Community--you can be yourself

· All Beliefs are Respected

· Pluralism

· Express own Spirituality

· Strong Lay Leadership

· Program for Children

· Diverse People

· Social Aspect-Friendliness

· Oasis in a Hostile Environment

· All Suggestions/Ideas Count

· Connect to the Spirit without Dogma

· Volunteers Share Leadership

Topic 2: What's Working?

Responses:

· Mission Statement

· Religious Education for different age groups

· Programming--Sunday morning services, Drumming Circle, Men's Group, Teen Group,

· Music

· Social Action Committee is Picking Up--Earth Day in April, Gay Pride Parade presence in Helena, Food Bank support

· Building Works

· Finances--Not Bankrupt, Low-Key

Topic 3: What are the Limits to Growth?

Responses:

· Hidden--Not Well Known in Flathead

· Informal Finances

· Burning out Leaders, e.g RE Volunteers

· Fund-Raising

· Building has Limits

· Has Flavor of "Travel/Audubon Society"

· No Social Action reflected in Mission Statement

· Voice Not Heard

· How to Approach and Retain New People

· Orientation to Belief/History of UUism

· Takes a while to Understand (for new people)

Topic 4: Why Grow?

Responses:

· More Presence in Community

· Saving Lives

· New People Bring Gifts

· Prevent Burnout

· More Diversity

· Better Organized

· Liberal Voice in Conservative Community

· Better Financial Base

· A Message and Way of Living for Kids

· Better Job of Nurturing Folks

Topic 5: Concerns About Growth

Responses:

· Creeping Passivity

· Could Lose Intimacy

· Individual Spiritual Expression

· Growth may Cost More than we Gain

· Expand Building

· Add Staff/Minister

· Relinquish Lay Power/Authority

· Energy Demands on Volunteers with Growth

·How to Take Care of Joys and Concerns

Profiles of Growth

At Different Stages of Growth, Congregations are like a…

· Cat--30-50 members; Independent, can't be trained; "We don't need help"

· Collie--35-100 members; Affectionate, Demonstrative, can be trained

· Garden--100-175 members; Work is never done; Requires constant tending, Soil is either Fertile or Barren

· House--175-225 members; Many rooms, requires Differentiation

· Mansion--225-450 members; more complex, bigger

· Nation--450+ members; a "Force unto itself"

At Different Stages of Growth, Congregations (from small to large) can also be reflect the following models: like a…

· Family--Small (up to 50 members); Hierarchical, with a Matriarch and a Patriarch. New members can "Marry in". Gatekeeper(s) deciding who gets in, and who doesn't

· Pastoral--50-150 members, Moving toward Professional Ministry (see below for discussion)

· Program (Medium to Large)

· Corporate (Large to Very Large)

The Group agreed with Carol's assessment that GUUF is in the Pastoral stage, so characteristics of that growth stage was further explored:

· High rate of Attendance. If you're not there, you're missed.

· More focused on relationship than structure.

· Finances are handled informally.

· "Bloodline" important, making it harder to break into the decision-making circles (not so much at GUUF--willing to make room for people in new positions, honoring their experience and gifts).

· Planning takes longer time, more effort.

· More relational than order-based.

· Minister needs to be relationship-focused rather than focused on preaching or organizational models.

· Circular model of organization--Minister at center and hubs and spokes from the center. Minister often expected to be at every event and meeting, not in control but as a "continual presence" and facilitator