Below I headline what the paper says. Where I make comments (as distinct from the facts of what happened or summarising what the paper says) I have indicated these via red coloured font.
Below those headlines are two further sections - the first - by way of reminder - sets out how the Talent Management Report was revealed. The second section summarises in more detail what the paper says.
And just to note - at the very foot of this post are links to my posts summarising all the recent January 2015 CofE reports and other related CofE posts on stats/conferences/etc. etc.
Headlines from the Discerning and Nurturing Senior Leaders Paper
1) We want to be more diverse in wider leadership roles
2) We aren't just adopting management speak and theory
3) It is irresponsible not to manage our talent
4) We will review and refine content in light of earlier consultation, suggestions via social media and the hearing at Synod
(Yet the 1st mini-MBA for Deans is in March 2015, Partners have been selected to design and deliver the programmes, detailed design is underway and arrangements for identifying participants are underway (paras 14, 16 & 19) - which perhaps is why - unlike the other papers - there is not a discussion forum on the CofE website. Also given that such actions/decisions are already underway/have been made - then if the February 2015 Synod raises fundamental issues that will be awkward)
How the Talent Management Report was revealed
1) the 12/12/14 Church Times reported on what it described as an "unpublished" CofE report on "talent management".
2) The article quoted a spokeperson as saying "Details will be published next month" (although given the structure of the article's paragraph this quote might have been referring to either the report or the implementation plan).
3) A fair amount of the initial reaction to the Report - as the Church Times article reported on it - was unfavourable (a list of posts reacting to the report is at the foot of this post)
4) on 16/12/14 Justin Welby issued a response. Plus on the CofE website there was (16/12) A Note from the Bishop of Ely on “The Green Report”. The key arguments set out in those 2 documents defending the proposals are reflected in the latest "Discerning & Nurturing" paper - indeed often the exact same phrases are used
5) Soon after the report became available - and despite the reported "published next month" quote in 2) above - the report became available online
A bit more detail on the Key points set out in the Discerning and Nurturing Paper
Purpose of the Paper
1) The paper;
a) sets "the proposals in their wider context";
b) connects "the theological underpinning of this work with the organisational language of the proposals";
c) creates "space to explore the various issues and concerns that have arisen";
d) provides "an update on the detailed design.
(all quotes from para 2 page 1)
Consultation and Review
2) Paragraph 7 on page 2 of the paper reports as follows:
a) "Over the Autumn DAG has been testing and exploring themes to inform the detailed design through regional bishops meetings, the Dean’s Conference, a meeting with Directors of Ministry, the Archbishops’ Council as well as reviewing the suggestions that have emerged through social media."
b) "The hearing at Synod will be an additional forum for this. Content is being reviewed and refined in the light of such discussions."
3) This all looks hopeful in terms of listening to the various reactions to the Talent Management report. However that hope is somewhat dented when paragraphs 14, 16 and 19 of the paper are read
a) "Partners have been selected to design and deliver the leadership programmes" (para 14 page 4),
b) "The first programme is the mini-MBA for Deans and this will be held 23 – 27 March 2015. Detailed design work for the other programmes is underway and invitations have been been issued. (para 16 page 4)
c) Arrangements for identifying the participants for the 2015 development programme are underway and the framework for this discernment process set out in the report is being piloted. (para 19 page 4)
Arguments set out in the report to support Talent Management
It is irresponsible not to manage our talent
4) "The absence of a process for the proper development for posts of wider responsibility is arguably an abdication of our duty to care for those called to this ministry. (para 5 page 2)
5) "These proposals are, fundamentally, to do with the responsible stewardship of the gifts
God has given for ministry". (para 6 page 2)
6) "To fail to prepare those who may be called to posts of wider responsibility is to put unreasonable stress on them and means that we are neglecting to love them as we are called to do. (para 11 page 3)
We want to be more diverse
7) "A key aim of the programme is to enable the Church to deliver its commitment to diversity and difference in wider leadership roles. This is reflected in the emphasis on interdisciplinary learning and the creation of a ‘community of practice’ across a diverse pool of clergy - theologians, community shapers, evangelists and parish priests. In addition, the
commitments made in the Guiding Principles, and to increased BAME representation in
leadership need to be lived out in action" (para 12 page 3)
We aren't just adopting management speak and theory
8) "The identity of the Church is rooted in, and renewed by, continuing dynamic and prayerful engagement with scripture in each new context, in response to new questions and challenges. Formed by the biblical and living theological tradition, and seeking to proclaim the Gospel afresh in each new generation, the Church sifts, evaluates and, where appropriate, engages in what the FAOC Report calls “critical appropriation” of
theoretical insights drawn from organisational theories and praxis beyond the biblical-theological traditions. It is often in ‘the voice from without’, from beyond our known
discipline or path of discipleship, that the renewing and challenging word will spring.
Participants will be encouraged to engage critically and theologically with lively insights
offered by professors from INSEAD and the Judge Business School Cambridge". (para 8 page 2)
Related CofE Posts
Church Commissioners' funds and inter-generational equity - from January 2015
CofE Resourcing Ministerial Education - from January 2015
CofE Simplification paper - from January 2015
CofE Developing Discipleship paper - from January 2015
“In Each Generation” : A programme for reform and renewal - from January 2015
The Green Report - on CofE talent management - from December 2014
CofE typos in services - a compilation of a @OurCofE twitter hashtag - from December 2014
CofE 2013 mission stats - from November 2014
“In Each Generation” : A programme for reform and renewal - from January 2015
The Green Report - on CofE talent management - from December 2014
CofE typos in services - a compilation of a @OurCofE twitter hashtag - from December 2014
CofE 2013 mission stats - from November 2014
CofE Strategies - one of several posts summarising - from June/July 2014
Role of church in society conference - from June 2014
CofE church growth research conference - from January 2014
Role of church in society conference - from June 2014
CofE church growth research conference - from January 2014
