When your search committee starts looking at ministerial records and deciding whom to interview, it is an exciting, nerve-wracking, joyful, anxious, and hopeful time!
You may find different perspectives amongst you as you discern whom you will invite to that first interview. These differences may signify that each member is taking careful thought, considering what the congregation wishes, and resisting their personal bias, putting the congregation’s hopes first. If you let it, this diversity in thought and feelings will enrich your search process and your choice of candidate.
Most search teams are selected to bring together diverse voices. Groups reach better results when they do not have very similar life experiences. Nonetheless, inviting diverse voices might feel hard when one is being asked to respect a different perspective.
Please resist allowing your Search team members to become just a checklist of identities.
If you find your personal feelings, or verbal or non-verbal actions of the group trending toward drowning out or ostracizing a member, slow the group’s process. If you do not immediately or easily reach agreement, slow the process. Make more time to honor each other’s perspectives. Prioritize your compassion for, inherent respect of, and relationships with one another.
Using a process observer is a beautiful way to lean into team reflection (see Resources below); another is pausing. Adopting a practice of pausing between speakers allows listeners to listen rather than simultaneously preparing for what they will say while someone is speaking. Pausing adds spaciousness to a meeting.
You can also just breathe together. Pause and take seven – yes, seven – breaths together when strong emotions arise! Why seven? It appears to calm our nervous system when we take seven intentional breaths with another person.
These techniques are a few that will help center your relationships with one another, help avoid rushing to a fractured conclusion, and illuminate your care for one another. If you have practices like this, Amplify the sacredness of your search.
Sometimes and despite our best efforts, differing opinions harden into entrenched perspectives. Don’t wait: reach out to the Transitions team if you find your team is swimming toward those treacherous waters. We are here to help!
Make Process Observation a Habit in Your Meetings!
Healthy groups provide feedback loops so they can learn and grow as a group. One practice is to designate a “process observer” who takes notes on group process.