Thoughts and Questions on Candidates for Ordained English Speaking Ministry
Introduction
This is the introduction to a 3
part paper, exploring questions around where our candidates come from and how
we might better understand the ways in which candidates are given opportunities
to explore their call, gifts and skills.
The Methodist Church's Mission Resourcing
continues to develop leadership and resources for Children’s Ministries, Youth
Ministries, Stationing, Candidating, and workshops on a variety of topics. In
this context we recognise the need for intentional identification of leadership
resources and development of leaders in all these ministries, both lay and
ordained.
This topic is
one ‘corner’ of a project being undertaken by Mission Resourcing in leadership
development. In part it has arisen
as we look to be more intentional in our leadership development. It has also
been raised because of comments made (in regards to both candidating and
stationing) that there are “no palangi candidates available”.
NOTES:
·
* indicates areas which may be further explored
·
Where this paper may be lacking or unclear, where other areas may need
to be explored, or where the paper can be strengthened, please feel free to get
in touch with me (nigel@missionresourcing.org.nz).
Introduction
People
wanting to consider and be considered for Ordained ministry (“Candidates”) in
the Methodist Church of New Zealand come from within our congregations. They
experience a calling from God, from those around them and from their parishes
or congregations. These are
exceptional people who reconsider their life’s direction, their career and
their future in the light of an identifiable (or sometimes vague) sense of
being drawn to or pushed to consider something new.
Over the past
few years, our candidates ‘pool’ has been increasingly filled with Tongan and
Samoan candidates, many of whom are making themselves available for English
Speaking ministry. These have been accepted, trained and stationed and in most
cases have worked well. *Further
mentoring and ‘cultural adaptation’ that are required (a separate topic) - but
these intentional interventions are often required in adapting to any new ministry situations (urban to
rural, Methodist to Cooperative Venture, big city to provincial).
However
questions have arisen about why we are not recruiting more Palangi candidates
for ministry. This paper seeks to
raise some of the issues associated with this question, answer some questions and raise
others. This paper is intended to
guide the thinking, discussion and planning of the Mission Resourcing Board,
Synods and anyone who wants to participate, towards new decisions and intentional actions, and is offered to the wider
church.
In this
paper, the term “Palangi” is a Tongan word which describes those of ‘European’ descent or ethnicity as
against those of (e.g.) Indian, Samoan, Tongan, or Asian background. Factors related to English language ability
or cultural background are not implied in the use of these terms.
Link to Part 2 (Coming a bit later)
Link to Part 3 (Will arrive after the last one)
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