Online Course. Develop advanced leadership skills that will help identify challenges. Learn how to help others see challenges in new ways, empower others and find creative solutions together. This course includes developing your own case study.

Online Training. Develop a deeper understanding of how to focus your congregation on mission, build trust and develop a cohesive leadership team. Learn about stewardship, strategic planning, annual goal setting and ministry assessment and the basics of congregational governance.

Learn healthy leadership practices, communication and conflict skills, the importance of being mission-focused and how to communicate across differences.

This training is designed for people considering leadership, who are beginning to lead or who have leadership experience in contexts other than UU faith communities.

RACI charts are helpful to be clear about shared process, especially the part about which body gets to have “final” say.

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.

Every congregation I go to has a list of things they have to do or want to do that they just can’t do because they don’t have the resources – money, volunteers, energy, space, whatever it is. Maybe it’s time to change your framing so that you can create abundance.

When thinking about needed or wanted change, congregations can sometimes feel stymied. And, let’s face it, human systems like religious communities don’t tend to like to change. In a way, we need to trick the system in order to allow in energy and creativity.

Bylaws changes require approval by the congregation in a meeting of the whole. Like any significant change, changes to bylaws should be communicated as clearly as possible with lots of opportunity for questions and comments.

The interdependence of our faith communities is integral to our polity (as is our independence). This is what makes us an Association of congregations. What can this interrelationship look like when it comes to congregational staff? Here are a few examples: Newly hired staff are welcomed and...

The vision behind all three of these is to reach more adults in youth ministry, not just with content, but with relationship-deepening opportunities where we learn from each other and prioritize care of our spirits.

In our regional staff team we joke about our “superpowers”. These are fun, amazing skills each of us have that we like to joke about - for example, one of us can tetris 7 people’s luggage and equipment into the back of van in a matter of minutes, and another can knit fruits, veggies and animals out of yarn.

Not all conflict is alike. Different kinds of conflict require different kinds of responses. This is an overview of a model of conflict from Alban Institute consultant Speed Leas.

Avoiding triangulation will not eliminate conflict in a congregation but it will help keep it in the constructive and creative zone.

How do we interact across difference in a way that promotes diversity, inclusion and equity in our congregations that builds deep relationship and an inviting congregational culture?...

New from the UUA: 12-session training program for congregational boards.

Use this self-assessment exercise to help your team become more cohesive and effective.

What if we hosted church like we would host an Ice Cream Sundae Party?

The powerful, active hope that my faith offers is found in the fact that despite the reality of our circumstances, we still have some choice in how we will show up, how we will act, where we will give, and how we will love.

Congregations should include bylaws provisions that enable the congregation to terminate the covenantal relationship when the trust and confidence in the minister has been compromised or eroded.