Developing a Network of
Coaches and Consultants

The Vocation and Education unit's interest in coaching and consulting began at the request of the Bishop of the Southeastern Pennsylvania Synod. The Synod Council had issued a call to Pastor Susan Lang to serve as a consultant and coach for the Synod. The situation not only called attention to rostering issues and Board of Pension-related issues, but after broader conversations also called attention to changing practices in some synods: synods which at one time had relied primarily on synod staff as consultants (and to some degree as coach/mentors) where now making more use of others as coaches, mentors and consultants.

From November 2006 - March 2007, the Vocation and Education unit conducted a survey to learn more about synodical use of consultants and coaches.

The goals of this project include exploration of:

• Development of a network of Lutheran consultants/coaches
• Establishment of a process of synodical recognition of competent and trustworthy consultants and coaches whose names would be accessible through a national database
• Development of a clearinghouse for continuing education and resources for consultants and coaches.

In November, an introductory letter and survey questions were sent to all 65 bishops. The survey was conducted with phone interviews done by Pastor Susan M. Lang, a consultant in the Southeastern Pennsylvania Synod. A total of 42 of the 65 synods participated in the survey.

Definitions

• While there is some confusion in the terminology and overlap in the use of the words consultants and coaches, we are operating from the following understanding:
• Consultants come with a body of knowledge or expertise. They use this expertise to facilitate groups as they work within a context, a process, or an information base to support congregations, institutions, and agencies. This often includes serving as educators in retreat/workshop settings to empower elected, appointed and rostered leaders to more effectively live out their vocation as leaders.
• We have detected a tension in the use of the word consultant. For some there is focus on guiding a process while others view consulting from a more directive approach that would reach predefined outcomes.
• Coaches walk with an individual or congregation for a period of time, asking questions that can draw out the individual or group to discover their own solutions and achieve their goals. Much as Barnabus in Acts, they serve as encouragers.
• NCD coaching appears to be emerging as a specialized form of coaching. Coaching in general has no agenda, but walks alongside the individual being coached. NCD coaching seeks to create passion for mission in congregations and their leadership.

Current Practices

It became apparent that the synodical use of coaching is still in its infancy in many locations. However, synods such as the Northwest Lower Michigan Synod are actively developing their own database of coaches.

The use of consultants is extensive throughout the synods. The top four uses are: conflict management, lay leadership, misconduct/after-pastor, and fundraising. (See the Appendix for detailed numbers)

Learnings and Recommendations

• Overview
  • The vast majority of the synods we spoke with make extensive use of a variety of consultants and coaches. This includes those synodically trained, agency related, or freelance consultants and coaches.
• Accountability
  • There is no current formal system for vetting or credentialing of consultants and coaches. When asked: "What credentials do you require of consultants and coaches," the overwhelming response was: "people we know," or "ask other synods." The emphasis is placed on identifying persons who are competent and trustworthy.
  • There is however a tension between the desire for quality control and the fear of having a centrally-controlled network that becomes overly exclusive.
    
• Accessibility
  • There is high interest in the development of a national database of consultants and coaches vetted by the synods. A number of synods would like restricted access to the database. Other synods expressed interest in giving congregations and rostered leaders direct access to the information.
    o Many also voiced an interest in seeing a network emerge on the regional level to encourage a greater understanding of the varying ministry contexts. The development of regional networks would also encourage continuing education, mutual support and accountability among consultants and coaches.
  • Concerns were raised about fees charged by coaches and consultants. If fees are too high, congregations and individuals may not be able to afford the services. If there are no fees, there is no investment on the part of the congregation in the process.
• Opportunity
  • Soon after completing the survey, we discovered that the Episcopal Church USA is currently discussing the development of a web-based registry of clergy coaches that would serve as a resource to its clergy. We have entered into conversation with them so that we might share insights as they emerge.
• Needs
  • Expressed Needs for the Future
    • Need for accessible database offering trustworthy and competent resources.
    • Need for regional network connecting consultants/coaches and synod staff.
      
    • Need for explicit guidance on use of coaches/mentors in the First Call Theological Education process
      
    • Need for training of and resources for synod staff on how to make better decisions on utilizing consultants/coaches. These might include:
      
      • Guidance to others on how to identify and begin working with a coach or consultant
        
      • Coaching and consulting "best practices"
        
      • Hints for synod staff on implementing the use of coaches and consultants
        
      • Questions to ask a potential coach or consultant
    • Need for a network that avoids canned approaches to consulting/coaching
      
    • Need for continued communications between all parties as this work develops.
  • Anticipated Needs for the Future
    • Need for education on coaching standards and practices.
    • Need for criterion for inclusion in database.

Next Steps

• Report to Vocation and Education and Evangelical Outreach and Congregational Ministry Program Units.
• Report to the advisory group of an emerging Lutheran consultant and coaching network and to the synod staff persons who participated in the survey interviews.
• Consult with the Vocation and Education/Conference of Bishops Liaison Committee during their Fall 2007 meeting requesting that the Liaison Committee report to the Conference of Bishops. This report would include information gathered from synod staff members, proposed and request for endorsement of the concepts of
  • a consultant and coaching network
  • a national consultant and coaching database
• Since the project is still in development, it will be important to continue to consult with the Legal Department of the ELCA Office of the Secretary.
• Continue to explore synods' role in the development of a network and in administration of a national database.
• Contact with Information Technology regarding the development of forms and a database.
• Implementation of the use of the database.
• Continue to explore the possibility of regional networks.

August 21, 2007, version 8

Other pages in this section:

Appendix to the 2007 ELCA Survey Report
Early History of the Conversation
Faith-Based Ecumenical Resource Network Steering Committee Roster