Officership is not a career, but a covenant relationship designed for the long haul. Of course if we want people to sign up, we need to change our approach.
It may seem a no-brainer for someone in her 27th year of officer service to answer this question. Like others, I enjoyed a successful career in business prior to choosing officership. Since commissioning, have I ever been offered another career? Several times. Recently? Yes. Why then continue to commit to a lifetime of service as an officer?
Let me quickly affirm that much has been gained by the Church from using a business model in terms of management and stewardship of resources. I wonder, however, if we have inadvertently made a mistake in using business language to describe officership—specifically the use of the word “career.” Career speaks of experience and expertise that provide opportunity for power, independence, financial gain and “self.” Officership is not a career. More accurately, officership might be described as a “service path,” originating out of a covenant relationship with God and a vehicle within which to serve The Salvation Army.
The Army’s military terminology and imagery aside, ordination is not a new idea within the Church. It finds its roots in the Mendicant orders of the 13th century where groups of people offered themselves as a model of God active within a community. They took vows of obedience, poverty and chastity so that all of their time and energy could be expended on the religious work of preaching the gospel and serving the poor. Sound familiar?
Seven hundred years later, all Salvationists commit to evangelism, discipleship and service. Officers voluntarily choose additional covenant vows of obedience and simplicity of lifestyle. After more than 20 years in leadership development and training, I have yet to meet anyone who begins officership thinking, “Well, I’ll see how it goes.…” But statistics don’t lie—for an increasing number of people, the years of service as an officer are short.
Based on this reality, I’d like to ask another question: Under what conditions might the Army expect an individual to commit to a lifetime of service? Aside from the theological issue of covenant, I’d like to suggest some pragmatic components that facilitate productive “long-termers.”
Consultative Leadership: While we are making progress in consulting officers on a variety of issues, consultative leadership is more than asking officer personnel for thoughts or opinions regarding issues. These days, people not only want a voice, they want a vote. If people do not believe that their voice is truly heard and valued, they will vote with their feet. The best form of consultative leadership involves what I call “mature conversations,” discussions where deepest need and deepest passion intersect, where both parties recognize capacity and contribution as well as challenges and limitations. People choose to commit to the long term when what they experience in the short term tells them there is a future and they can envision their place in it.
Professional Development:
Our Army provides a myriad of opportunities to fulfil one’s calling to serve community. While I’ve served in corps and social services, most of my officership has been in international education and training. We live in a world where accreditation and credentialing increasingly demand a high level of professionalism. While a growing number of people enter officership with extensive skills and education, it is critical that we adopt lifelong learning and equipping of officer personnel for present and future service. While limited financial resources will always be a factor, our strategic-planning lens must be one of “investment” and not “cost” at strategic points in an individual’s service.
Sabbatical Refreshment: I’m not talking about a year lounging on the beaches of Bali (as beautiful as they are!).
Studies show that within the ministerial professions, frontline workers experience burnout regardless of how well they have attempted self-care. This is a particular danger for our movement as we expect 24/7 availability as well as multiple appointments from individuals. Are we guilty of abusing God’s grace when we ask people to commit to a lifetime and then fail to provide for the biblical precept of intentional re-creation? Several territories have in recent years implemented a variety of sabbatical forms. This is resulting in longer years of productive and energized service of officers. I’d love to see this become a reality here in Canada and Bermuda.
Consultative leadership, professional development, sabbatical refreshment—that sounds like an Army I’d want to sign up for—long term of course.
Major Wendy Swan is the extended learning program director at William and Catherine Booth College in Winnipeg, Canada
Major Wendy Swan, MDivr
DBS, BBS (Briercrest Bible College); MDiv (Lutheran Theological Seminary)
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