Blog | The FaithX Project

Jan 17 2019

Forecasting Emerging Missional Opportunities – Creating the Missional Opportunity Index (Part 1)

A good hockey player plays where the puck is.
A great hockey player plays where the puck is going to be.

Wayne Gretzky
(Canadian professional ice hockey player – 1979 to 1999)

Missional opportunity is like hockey in this respect: If you wait to engage it after it has already emerged, it is already too late to engage it effectively. If you do want to engage missional opportunity effectively, you have to be there, prepared and ready, where and when it emerges, because if you wait, you will be forced to play a losing game of reactive catch-up after the fact.

Say you are considering starting a new congregation. If you wait until a growing community has developed a sufficient number of people to populate and financially support a house of worship, the rising price of real estate will have made purchasing the property on which to construct it cost prohibitive (if there are any suitable properties that have not already been snapped up by builders or more forward-thinking denominations). Similarly, if your established congregation waits to adapt its ministries to its changing neighborhood until the transformation is complete, one-time newcomers may have set down roots in congregations that loved them enough to adapt to them. No, you have to be willing to take the risk of predicting where and when the opportunity is going to be doing what is necessary to be there.

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Jan 10 2019

Announcing a New Publication by Our Research Director

Have you ever wondered if there are certain psychological variables that could potentially influence or distort someone’s observation of a “miracle”?

With all the claims of people having witnessed a bona fide miracle today, from both Christians and non-Christians alike, it seems incumbent for critical thinkers and spiritual discerners to evaluate each miracle eyewitness and the potential for psychological misrepresentation.

The 3^rdedition of the Encyclopedia of Psychology and Religionhas just announced the publication of an article by FaithX Co-Founder and Research Director, Darren M. Slade, entitled “Miracle Eyewitness Reports.”

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Jan 04 2019

Engaging the New Year

At FaithX, we are looking forward to engaging 2019 and we hope you are, too!

Our plans include:

Our FaithXperimental blog will include articles on:

Missional Engagement. Best practices for identifying engaging missional opportunities as they arise.
Mission Development and Redevelopment. Strategies for redeveloping existing congregations and planting new congregations, and how to know when each is appropriate.
Congregational Vitality and Sustainability. Articles on how to assess the health and long-term sustainability of congregations, and what to do about it.
Innovative and Experimental Faith Communities. We will be continuing our “Spotlight” articles, shining a light on more innovative and experimental faith communities, strategies, and ministries. If you would like to suggest a Spotlight article on your faith community or ministry, click here.
Contributions by Guest Bloggers. To let us know if you would like to be an occasional FaithXperimental contributor, click here.

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Dec 20 2018

Search-in-Place: A More Effective Strategy for Clergy Leadership Transition

Search-in-Place:
A More Effective Strategy for Clergy Leadership Transition

by Ken Howard

If I told you that there was a shorter, less painful, and more effective way to handle clergy leadership transitions, would you want to hear about it?

I thought so…

Traditional Transition

It would not be an understatement to say that clergy leadership transitions are not one of those experiences that most congregations look forward to. In fact, a senior warden I know once described her parish’s rector search as an AFGO (another “frigging” growth oppotunity). Another compared it to hitting his thumb with a hammer, “because it feels to good when you’re done.”

Not a surprising reaction, I suppose. Even when transitions result in a positive outcome—a leader that everyone loves—the intervening process is not entirely pleasant. First the current leader leaves, which can be rather jarring, since it often happens without much warning—a month or two at best (because nobody wants to be a lame duck leader). It can sometimes feel to the parish like a family feels when a parent has died or abandoned them. Then a interim minister is called, and that comes with its own set of issues. It’s long (the old rule of thumb is month of interim for every year the departing pastor has been with the congregation). It’s meant to shake up entrenched ways of doing things, which is jarring even when necessary and done right, but if not done well, seems like change for change’s sake: pain for no gain. Meanwhile, there’s always a lull in attendance, since congregational life feels like it’s “on hold,” but if the interim is offending too many people, it can turn into an exodus. Finally, the new leader arrives and “everyone” is happy… except for the people who aren’t. Some depart in the first month. Others, like the search committee (yes, the search committee, according to research), will leave over the next two years.

The ironic thing is, most of the transition actions described above are intentionally disruptive. Because the traditional transition model assumes that most congregations, if left to their own devices, would be so averse to change and so desperate for certainty, that they would stay stuck in their entrenched ways, cut short the search process, and make the mistake of calling a new pastor that is exactly like the departed pastor (if beloved) or exactly the opposite (if despised).

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